Shared Parental Leave
Statutory Shared Parental Leave • Police Regulatory Context • Financial Modelling • Independent Explainer • Not Legal Advice
Featured Definition
What is Police SPL?
"Shared Parental Leave (SPL) is a legal mechanism that allows eligible parents to share the care of their child during the first year. For police officers, this means the mother can end her maternity leave early, and the remaining balance of unspent leave (up to 50 weeks) and pay (up to 37 weeks) becomes available for both parents to use, either simultaneously or in alternating blocks."
Section 01
The Core Framework
50 Weeks Leave
The maximum amount of leave that can be shared. This is derived from the 52-week maternity entitlement minus the compulsory 2-week recovery period.
37 Weeks Pay
The maximum amount of Statutory Shared Parental Pay (ShPP) available. It excludes the first 2 weeks of Statutory Maternity Pay.
Curtailment Notice
The mother must provide a binding 'Notice of Curtailment' to end her maternity leave on a specific future date, which then triggers the partners eligibility.
Block Flexibility
Unlike maternity leave, SPL can be taken in up to three separate blocks, allowing parents to return and then re-enter leave (subject to notice).
Snippet Target
"What is Shared Parental Leave in the police?"
Shared Parental Leave for police officers is a statutory system that allows parents to share up to 50 weeks of leave during the first year of their child's life. To use it, the mother must curtailed her maternity leave. The leave can be taken continuously or in blocks, and pay is generally at the flat statutory rate (ShPP).
Section 02
Who is Eligible?
To qualify for SPL, both the officer and their partner must meet specific 'tests' related to employment and earnings.
The Continuity Test
The officer must have been continuously employed (or in service) for at least 26 weeks by the end of the 15th week before the expected week of childbirth.
The Employment/Earnings Test
The partner must have worked for at least 26 weeks in the 66 weeks before the baby is due and earned at least a minimum threshold amount (set annually by HMRC).
The Joint Responsibility Test
Both parents must share main responsibility for the care of the child at the time of birth or placement.
Important Notice
"Officers must provide a written Notice of Entitlement at least 8 weeks before the first period of leave. This is a non-negotiable statutory deadline. Missing this window can delay your start date significantly."
Common Mistake
Assuming the partner's self-employment status disqualifies you. In fact, if the partner meets the 'employment/earnings' test (even via self-employment), the serving officer can still unlock SPL for themselves.
Section 03
How Pay Works (ShPP)
Financial planning is the primary deterrent for many police officers considering SPL. While Occupational Maternity Pay (OMP) provides a generous 18-week top-up to full salary, there is currently no national 'Occupational Shared Parental Pay' agreement for police forces in England and Wales.
This means that unless your specific Force has a local policy of enhancement (which is rare), SPL is paid at the Statutory Shared Parental Pay (ShPP) rate. This is a flat weekly rate set by the government (mapped to SMP rates) or 90% of your average weekly earnings, whichever is lower.
Key Rule: The Mirror Effect
ShPP replaces the SMP that would have been paid to the mother. If the mother has already used 25 weeks of SMP, only 14 weeks of ShPP remain (39 weeks total statutory pay minus 25 weeks used).
| Payment Type | OMP (Maternity) | ShPP (Shared) |
|---|---|---|
| Weeks 1-18 | Full Salary | Statutory Rate |
| Weeks 19-39 | Statutory Rate | Statutory Rate |
| Weeks 40-52 | Unpaid | Unpaid |
Section 04
Maternity Curtailment
The "Unlocking" Procedure
SPL does not exist until the mother takes positive action to end her maternity leave. This is done by submitting a Curtailment Notice to her employer. This notice must specify the exact date her maternity leave will end.
- Notice must be given at least 8 weeks in advance.
- Once ShPP payments begin, the notice is usually binding.
- Maternity leave ends at midnight the day before SPL starts.
The Financial Trap
If the mother curtails her leave at week 10 to allow her partner to take SPL, she forfeits the remaining 8 weeks of Full Pay (OMP). The partner will only receive Statutory Pay (ShPP).
CRITICAL: Most officers wait until the 18 weeks of full pay (OMP) are exhausted before curtailing maternity leave to 'unlock' the remaining statutory and unpaid period for their partner.
Section 05
Police Couples Optimization
When both parents are serving police officers, the potential for Shared Parental Leave becomes a strategic exercise in financial and career management. Unlike civilian employees, police couples are navigating the same regulatory handbook, which can lead to friction or synergy depending on how leave is structured.
A common strategy for police couples is the "Sequential Care" model. The mother utilizes her full 18 weeks of OMP (Full Pay), then curtails her leave. The partner then enters a period of SPL to cover the subsequent months. This ensures the family benefits from the maximum possible 'Full Pay' window before moving to statutory rates.
Strategic Advantage
"If both parents are in the same Force, they may be able to align their KIT (Keeping in Touch) and SPLIT (Shared Parental Leave In Touch) days to attend training or operational briefings together, potentially easing the transition back to duty for both officers."
The "Double-Off" Scenario
Parents can be on leave at the same time. While this is a wonderful opportunity for family bonding, it is the most expensive way to utilize SPL, as both parents will likely be on statutory pay (ShPP) or unpaid leave simultaneously, rapidly depleting the family's financial reserves.
Section 06
Operational Planning
The 8-Week Notice
Every period of leave requires 8 weeks' notice. In an SPL context, you must also provide the "Notice of Entitlement" which outlines your general intentions for the year.
Discontinuous Requests
If you request blocks of leave (e.g., 4 weeks off, 4 weeks on, 4 weeks off), the Force has the right to refuse the specific dates due to operational volume.
The Binding Notice
Once you submit a 'Period of Leave' notice, it is binding. Cancelling it counts as one of your 3 permitted notices unless the Force agrees otherwise.
Refusal Scenarios
"While a Force cannot refuse a continuous leave request (e.g., 20 weeks in one go), they can refuse discontinuous blocks. If refused, you have a 5-day window to either withdraw the request or convert it into a single continuous block of leave."
Section 07
10 Financial Scenarios
The Sequential Handover
The mother (Officer A) takes 18 weeks of full pay (OMP) then curtails. The partner (Officer B) takes 20 weeks of SPL immediately after. Officer A returns to work full-time. Outcome: Maximum OMP preserved. Partner gets ShPP for 20 weeks. Family stays on payroll for 38+ weeks.
The Early Curtailment
Officer A curtails at Week 10 to allow Officer B to take SPL for a specialized childcare window. Outcome: 8 weeks of full pay (OMP) are forfeited. Officer B receives ShPP only. Large financial loss for the family unit.
The Both-Off Strategy
Both parents take 10 weeks of SPL together during the summer. Outcome: 20 weeks of the 37-week pay entitlement are consumed. Both receive ShPP. High bonding, high financial burn.
Acting Rank During ShPP
Officer B is in an acting rank role. They take SPL. Outcome: If the ShPP is based on a preceding AWE period that included acting pay, the statutory rate may be slightly higher (if below the flat rate cap), but generally, acting rank pay is lost during the leave period.
Restricted Duties Entry
Officer A returns to restricted duties at Week 18, and Officer B takes SPL. Outcome: Officer A earns 100% salary. Officer B earns ShPP. This is the most financially stable way to transition care.
The Increment Date Bridge
Officer B takes SPL until their annual pay increment date, then returns. Outcome: SPL time counts as service for increment purposes in most forces. Officer returns on the next pay point.
The SPLIT Day Strategy
Officer B uses Shared Parental Leave In Touch (SPLIT) days while on SPL. Outcome: They receive a full day's pay for each SPLIT day (up to 20 total) without ending their SPL. High value for training days.
The Unpaid Transition
Officer B takes 12 weeks of SPL after the 37 weeks of ShPP has been exhausted by Officer A. Outcome: Officer B is on Unpaid SPL. No salary, but continuous service and pension protection (for a period) apply.
The High-OT Officer
Officer B usually earns 30% of their income from overtime. They take SPL. Outcome: Massive financial shock. ShPP is a flat rate and does not account for lost overtime opportunities. Family must save heavily beforehand.
Resignation Post-SPL
Officer B completes SPL and then resigns. Outcome: No repayment of ShPP (Statutory pay) is required. This is a safe "soft landing" exit route compared to resigning during OMP.
Section 08
Pension Impact (CARE 2015)
Under the 2015 CARE (Career Average Revalued Earnings) scheme, periods of paid leave (including ShPP) count toward your pension accrual.
The Contributions Mechanism
During paid SPL, you continue to pay pension contributions. These are based on the actual pay you receive (ShPP), while your employer's contributions and your pension accrual are based on your normal pensionable pay.
The Unpaid Risk
"If you take unpaid SPL, your pension accrual stops. You will have a 'gap' in your service. However, under Police Pensions (2026), you have the right to 'buy back' this unpaid period by paying both the member and employer contributions upon your return. This must usually be done within a specific timeframe (often 6 months)."
Section 09
Top 15 Mistakes
01. Early Curtailment
Ending maternity leave before the 18-week OMP window is finished, losing thousands in full-pay top-ups.
02. Missing the 8-Week Notice
Failing to provide the statutory 8-week notice for either curtailment or a period of leave.
03. Assuming Pay Transfer
Believing the partner will receive the mother's OMP top-up. SPL pay is almost always flat statutory (ShPP).
04. Pension Gaps
Not budgeting for the pension 'buy back' for unpaid SPL periods, leading to a permanent gap in service.
05. Block Refusals
Assuming 'discontinuous' (block) leave requests are a right; the Force has the legal power to refuse them.
06. Income Tax Surprises
Not adjusting tax codes after a significant drop into statutory pay, leading to rebate delays.
Section 10
Authority FAQ Archive
Can police officers share maternity leave?
Yes, via the Shared Parental Leave (SPL) system. The mother curtails her maternity leave to convert it into SPL which can then be shared with the partner.
How many weeks can be shared?
Up to 50 weeks of leave and up to 37 weeks of statutory pay (ShPP) can be shared between the parents.
Is SPL compulsory?
No. It is an optional statutory entitlement. You can choose to remain on maternity leave and the partner can take their standard paternity leave.
Can SPL be taken in blocks?
Yes, in up to three separate blocks. Continuous leave must be accepted; discontinuous blocks require the Force's agreement.
What happens to OMP?
OMP is lost if maternity leave is curtailed early. It does not transfer to the partner for their SPL period.
Can both parents be off at the same time?
Yes. Both parents can be on SPL simultaneously, but this exhausts the 50-week leave 'pot' twice as fast.
Does SPL affect promotion?
Legally, no. You are protected from detriment under the Equality Act. Service time for promotion eligibility usually continues to accrue.
Does SPL affect pension?
Paid periods (ShPP) provide full CARE pension accrual based on 100% salary. Unpaid periods result in a gap unless bought back.
Can SPL be refused?
The entitlement cannot be refused if eligibility is met, but the timing of discontinuous blocks can be refused due to operational need.
Can SPL follow maternity unpaid weeks?
Yes, but only if the 'leave pot' has not already been exhausted. Most officers curtail maternity leave after the paid period to unlock unpaid SPL for the partner.
Section 11
Regulatory Framework
The administration of Shared Parental Leave in the police combines statutory legislation with specific Police Regulations. While the Shared Parental Leave Regulations 2014 provide the legal basis, Force-specific policies (SOPs) govern the practical application.
Statutory Layer
Universal UK law regarding ShPP payment and leave entitlement. This is the minimum standard every Force must meet.
Occupational Layer
Force Policy (SOPs) often mirror UNISON/Federation agreements. This is where you find rules on KIT days and block approval.
Section 12
The Decision Matrix
| Scenario | Maternity Route | SPL Route | Financial Outcome | Risk Level |
|---|---|---|---|---|
| Primary Earner Mother | Full OMP + SMP | Early curtailment | Major Loss | High |
| Both Parents Officers | Standard staggered | Sequential hand-off | Strategic Win | Low |
| Career Break Planned | Resign after OMP | SPL then Resign | Balanced | Medium |
Section 14
Technical Glossary
Average Weekly Earnings (AWE)
The calculation used to determine statutory pay rates. For police officers, this includes base pay and qualifying allowances earned during the 'relevant period' (weeks 17 to 25 of pregnancy).
Binding Notice
A formal 'Period of Leave' notice that, once submitted 8 weeks in advance, cannot be withdrawn without force consent, counting as one of your three statutory notice opportunities.
Continuous Service
The duration of employment without a break. For SPL, 'Continuity of Employment' requires 26 weeks of service with the same Force by the end of the 15th week before the due date.
Discontinuous Leave
Leave taken in separate blocks (e.g., 4 weeks off, 2 weeks on). Unlike continuous leave, this requires specific operational approval from the Chief Officer.
Employment & Earnings Test
The criteria the 'other' parent must meet for an officer to be eligible for SPL. They must have worked for 26 weeks in the 66 weeks before the due date and earned a minimum threshold.
Keeping in Touch (KIT) Days
Up to 10 days an officer can work during Maternity Leave without ending the leave period, paid at the officer's full daily rate.
Notice of Curtailment
The legal notice required to end maternity leave early, creating the 'pot' of Shared Parental Leave. This must be given at least 8 weeks before the end date.
Notice of Entitlement
The preliminary notice informing the Force of your eligibility and intent to take SPL, usually submitted alongside the curtailment notice.
Occupational Maternity Pay (OMP)
The enhanced pay provided by Police Regulations (usually 18 weeks full pay). This is separate from statutory SMP or ShPP.
Shared Parental Leave In Touch (SPLIT) Days
Up to 20 days per parent that can be worked during SPL without ending the leave period. These are in addition to the 10 KIT days available during maternity.
Shared Parental Pay (ShPP)
The statutory pay for SPL, currently capped at a flat weekly rate (or 90% of earnings if lower). There is no national 'Occupational' equivalent for ShPP.
The 15th Week Rule
The critical deadline (15 weeks before the expected week of childbirth) by which an officer must have 26 weeks of continuous service to qualify for statutory pay.