Page 82 - PRIVATE & CONFIDENTIAL

the leave. The mother or primary adopter must take at least two weeks of
statutory maternity or adoption pay. The maximum amount of ShPP that can be
created is therefore 37 weeks
b. If the mother/primary adopter does not qualify for statutory maternity
pay/maternity allowance/statutory adoption pay, his/her partner will not be
eligible for ShPP. To qualify for ShPP, the partner must, in addition to passing the
continuity of employment test above, have earned an average salary equivalent to
the Lower Earnings Limit for eight weeks prior to the 15th week before the baby's
due date/expected placement date
c. If the mother’s partner meets the economic test but
is self-employed, the employee can still apply for SPL
but the partner will not be able to receive ShPP on
the weeks that he/she is caring for the child

d. Note that ShPP is paid at the flat statutory rate; enhanced
maternity payments do not apply. This applies even if the
mother returns from maternity leave after only two
weeks (so during the period when she would have been
paid the higher level of statutory maternity pay)

CONTACT DURING SPL

a. The company will keep in reasonable contact with you during your shared parental
leave. This may be to discuss your plans for return to work, any special
arrangements to be made or training required or to keep you informed on
developments at work during your absence

b. In addition to the usual 10 keeping in touch (KIT) days for employees on
maternity/adoption leave, by mutual agreement, you can work up to 20 shared
parental leave in touch days (SPLIT) during your SPL. These days can be used to
carry out work, attend meetings or to attend training courses

c. Your entitlement to ShPP will continue during this time

CONTRACTUAL BENEFITS DURING SPL

During SPL, all terms and conditions of your employment contract except normal
pay will continue. Salary will be replaced by ShPP if you are eligible.

This means that while salary payments will cease, all other benefits will remain in
place. For example holiday entitlement will continue to accrue, pension contributions
will continue to be made during any period when you are receiving ShPP but not during
any period of unpaid shared parental leave. Employee contributions during any paid
period of shared parental leave will be based on actual pay while the company’s
contributions will continue to be based on your full salary.