Page 81 - PRIVATE & CONFIDENTIAL

b. copy of the child’s birth certificate and the name and address of the partner’s
employer must be provided within 14 days of any request to do so
c. An employee who is entitled to and who intends to take Shared Parental Leave
must then give a separate written notice at least eight weeks before the start of
any proposed period of SPL. The notice can be given at the same time as the
declaration above, or later
d. Each employee is permitted to make three separate leave requests
e. If an employee asks for a single continuous period of leave, you may take this on
your chosen dates
f. If the request is for discontinuous periods of leave, this is subject to a two-week
discussion period during which the company may agree, refuse or propose
alternative dates. If we cannot reach agreement on a requested pattern of leave,
you must either take that period of leave in a single block starting on a date of your
choice, or withdraw the request for leave (in which case it will not count towards
your three permitted requests). An employee has 19 days from the date their
request was made to the company to choose when this leave period will begin,
but the leave cannot start earlier than the initial notified start date
g. Once agreed, the leave may only be varied in certain circumstances, e.g. if the
relationship breaks down or on the death of either the mother or her partner. In
the former case, both parties need to agree to the change. However, if the mother
gave notice of her intention to take SPL before the birth, she can change the details
within six weeks of the birth, provided that she gives the company at least eight
weeks’ notice before her period of SPL starts. Otherwise a request to change the
dates must provide eight weeks' notice and will count as one of the three requests
h. Different notification requirements apply if the baby is born early (i.e. before the
beginning of the expected week of childbirth) and the parent had booked shared
parental leave/pay to be taken in the eight week period following the expected
week of childbirth (EWC). In this case, the parent may prefer to take the booked
leave and pay after the actual birth. The employee should provide the company
with notice to vary his/her shared parental leave and pay as soon as practicable
following the birth. This flexibility does not apply to shared parental leave or pay
booked to start eight or more weeks after the EWC, nor does it allow the parent
to vary the number of weeks of leave or pay booked. (The latter would count as
one of the three notices, and would require eight weeks' notice of the variation)

Once you provide the company with notification of your wish to take SPL, your line
manager will normally arrange an informal meeting to discuss your entitlement to
SPL and pay.

STATUTORY SHARED PARENTAL PAY (ShPP)

a. If the parents take shared parental leave, part of the statutory maternity/
adoption pay will be converted into Shared Parental Pay (ShPP) and swap to the
partner. The total period of paid leave will not exceed 39 weeks, whichever parent
takes