Page 79 - PRIVATE & CONFIDENTIAL

21. SHARED PARENTAL LEAVE

INTRODUCTION

Shared Parental Leave (SPL) is a type of leave which allows eligible parents with
babies due on or after 5 April 2015 (and in relation to adoptive parents of children
placed for adoption on or after that date) to share up to a maximum of 50 weeks
leave to spend with their child. The following policy details the eligibility criteria as
well as rights to time off and pay.

The company recognises that the provisions of SPL are complex and therefore if
you wish to take a period of SPL you are encouraged in the first instance to speak to
your line manager to ensure that you follow the correct procedure.

Mothers of babies expected on or after 5 April 2015, or an employee who is
matched with a child for adoption on or after this date, may be able to convert part
of his/her statutory maternity/adoption leave and pay into "Shared Parental
Leave" (SPL) and "Shared Parental Pay" (ShPP) provided the eligibility requirements
are satisfied. It will be up to the mother or adopter to decide whether
to continue his/her maternity/adoption leave or to opt to end this and take
shared parental leave instead. You may choose to opt into shared parental leave at
any time, as long as there is some untaken maternity/adoption leave left to share.

The parents may take time off together if they wish, or may take it in turns to
have periods of leave. Their leave does not have to be taken in one continuous block
each. Sensible forward planning is therefore essential to ensure leave and
cover arrangements are effectively managed.

Entitlements to statutory maternity leave, statutory maternity pay, statutory
adoption leave, statutory adoption pay, and to take KIT days remain.

This policy also extends to employees who are fostering a child under the
Fostering for Adoption scheme with their local authority, subject to
meeting the eligibility criteria.
ELIGIBILITY

To be eligible for SPL, both parents must have caring responsibility for the
child. Eligible individuals include employees or self-employed earners who are
the biological father or the mother's husband, civil partner or partner.
a. The mother/primary adopter seeking to convert the maternity/adoption leave
In addition:
must have at least 26 weeks' continuous service with their employer at the 15th
week before the baby's due date/week in which he/she was notified of having
been matched with a child for adoption and must still be working for that same
employer when he/she intends to start the leave