Shared Parental Pay Calculator UK 2025/26

Statutory Shared Parental Pay (ShPP) is £187.18 per week for 2025/26, or 90% of average weekly earnings if lower. This is the same rate as SMP weeks 7–39. ShPP can be shared between parents in any combination, allowing up to 37 weeks of paid leave (after the mother takes the compulsory 2 weeks of maternity leave).

The mother curtails (ends early) her maternity leave, making up to 52 weeks of leave and 39 weeks of pay available to share. Both parents can take leave simultaneously or consecutively. SPL can be taken in discontinuous blocks (subject to employer agreement) or continuously. The total combined leave cannot exceed 52 weeks.

Both parents must independently qualify. The mother/primary adopter must be entitled to maternity/adoption leave or SMP/SAP. The partner must: have 26 weeks' continuous employment by the qualifying week; earn at least £123/week; have been employed by the same employer for at least 26 weeks in the 66 weeks before the expected week of birth.

The mother must give her employer an 8-week notice of curtailment (ending her maternity leave early) to release SPL entitlement. Once given, curtailment notices are irrevocable unless the mother returns to work within 6 weeks of the birth (e.g. if the father/partner dies). Planning ahead is essential given the 8-week lead time.

Yes, both parents can take SPL simultaneously. This is a key benefit of SPL over paternity leave (which cannot overlap with maternity leave). For example, both parents could take 4 weeks simultaneously when the baby is 3 months old. Each parent gives their employer separate SPL notices.

Discontinuous SPL (taking leave with work periods in between) requires employer agreement — employers can refuse and convert it to continuous leave. For example, a parent requesting alternate weeks of work and SPL needs employer consent. Continuous blocks of SPL (a set period without breaks) are a statutory right that employers cannot refuse.

For adoption, the primary adopter takes Statutory Adoption Leave (SAL) and the same curtailment rules apply. The secondary adopter must qualify via the employment conditions. SAP and ShPP rates are the same (£187.18/week). Overseas adoption follows the same rules but uses different qualifying dates linked to the UK arrival of the child.

Parents must give their employer: 8 weeks notice of curtailment (mother); 8 weeks notice for each block of SPL (separate notices for discontinuous requests). An SPL notice must include start and end dates, the amount of ShPP claimed, and a declaration confirming entitlement. Errors in notice do not necessarily invalidate the leave.

No. The Supreme Court ruled (Ali v Capita, 2019) that employers do not have to offer the same enhanced pay to fathers/partners taking SPL as they give mothers for maternity leave. However, many employers choose to offer enhanced ShPP for reputational reasons. Check your employer's Shared Parental Pay policy.

If both parents work for different employers, each pays ShPP to their own employee independently. There is no coordination between employers. Each parent claims ShPP from their own employer based on their own AWE. If both parents work for the same employer, they each claim independently (the employer pays both).

If the mother takes 6 weeks of SMP (the enhanced 90% period) and then curtails, the remaining 33 weeks of flat-rate SMP become available as ShPP. After adding back the 2 compulsory maternity weeks, up to 37 weeks of ShPP are available (39 total SMP weeks minus 2 compulsory = 37, or fewer if the mother has taken more SMP).

Once the curtailment notice is given, it is binding unless the mother returns to work within 6 weeks of birth. She can revoke one curtailment notice during the maternity period before it takes effect. After it takes effect, it cannot be revoked. If both parents agree, unused SPL can revert to the mother as maternity leave in exceptional circumstances.