Shared Parental Pay (ShPP) is the statutory payment available to eligible parents who want to share up to 37 weeks of paid leave between them. For 2026–27, ShPP is £184.03 per week or 90% of average weekly earnings — whichever is lower. The scheme allows parents to flexibly divide both pay and leave, but the administrative requirements make it one of the more complex areas of UK employment law.
This guide covers how ShPP works, who qualifies, how to split the 37 weeks, and what employers need to do.
Key takeaways
- ShPP is £184.03 per week (2026–27) or 90% of average weekly earnings, whichever is lower.
- Parents can share up to 37 weeks of ShPP between them, but each parent can take a minimum of 2 weeks.
- Both parents must meet the employment and earnings tests.
- The total shared parental leave is up to 50 weeks, but only 37 weeks carry pay.
- The mother must curtail maternity pay to free up weeks for the other parent.
How shared parental leave and pay works
Shared parental leave (SPL) and shared parental pay (ShPP) are separate but linked. SPL allows parents to share up to 50 weeks of leave; ShPP allows them to share up to 37 weeks of pay.
The scheme works in three steps:
- The mother curtails their maternity leave and pay, releasing unused weeks.
- Both parents apply for ShPP — the mother and the father/partner.
- The employer pays ShPP to each parent for the weeks they are on SPL.
The 37 weeks of ShPP can be taken in up to three blocks per parent, with at least one week between blocks. The blocks can be taken simultaneously or sequentially.
| Component | Limit |
|---|---|
| Total shared parental leave | 50 weeks |
| Total shared parental pay | 37 weeks |
| Minimum per parent | 2 weeks |
| Maximum blocks per parent | 3 |
| Weekly pay | £184.03 or 90% of earnings, whichever is lower |
Eligibility criteria
Both parents must independently meet the eligibility tests:
For the mother:
- Must have been employed for at least 26 weeks by the end of the 15th week before the expected week of childbirth.
- Must earn at least the Lower Earnings Limit averaged over the qualifying period.
- Must have curtailed maternity pay to release weeks for ShPP.
For the father/partner:
- Must have been employed for at least 26 weeks by the end of the 15th week before the expected week of childbirth (or the date of matching for adoption).
- Must earn at least the Lower Earnings Limit averaged over the qualifying period.
The key barrier is that both parents must meet the tests independently. If the father/partner has changed jobs and has fewer than 26 weeks’ service, they will not qualify — even if the mother does.
How the 37 weeks are split
The parents decide how to divide the 37 weeks. Common patterns include:
- Alternating blocks: Each parent takes 16 weeks in turn.
- Simultaneous leave: Both parents take leave at the same time for a shorter period.
- Front-loaded by the mother: The mother takes the first 20 weeks, then the partner takes the remaining 17.
The only rules are:
- Each parent must take a minimum of 2 weeks.
- Leave must be taken in blocks of at least one week.
- A maximum of 3 blocks per parent.
Worked example
Priya and Raj both qualify. They decide on the following split:
| Period | Priya | Raj |
|---|---|---|
| Weeks 1–20 | On SPL (20 weeks) | Working |
| Weeks 21–37 | Working | On SPL (17 weeks) |
Priya curtails her maternity pay after 19 weeks, releasing 20 weeks of ShPP. Raj takes 17 weeks. Both receive £184.03/week during their SPL blocks.
Notifying the employer
Both parents must give at least 8 weeks’ notice before the start of each block of SPL. The notice must include:
- The start and end dates of the block.
- How many weeks of ShPP they are claiming in that block.
- A declaration that they meet the eligibility criteria.
The employer must respond within one week of receiving the notice. They can only refuse if the employee does not meet the eligibility tests — they cannot refuse SPL for business reasons.
What happens to maternity pay
When the mother curtails maternity pay, the remaining weeks of SMP convert to ShPP weeks. The 39 weeks of SMP are reduced to the weeks actually taken, and the balance is shared between the parents as ShPP.
This is a critical point: the mother must actively curtail SMP. If she does not, the father/partner cannot take ShPP.
Adoption and ShPP
The ShPP scheme also applies to adopters. The primary adopter must have at least 26 weeks of service and earn at least the Lower Earnings Limit. The secondary adopter (partner) must also meet the employment and earnings tests.
The adoption pay structure mirrors maternity: the primary adopter curtails adoption pay to release weeks for shared parental pay.
Employer recovery
ShPP is recovered from HMRC at 92% (or 103% for small employers) through the Statutory Payments Relief, the same as SMP and SPP. You claim it through your monthly RTI submission.
For more UK context, see our guides to maternity pay, paternity pay, and adoption pay.
Frequently asked questions
How much is shared parental pay per week?
£184.03 per week for 2026–27, or 90% of the parent’s average weekly earnings if that is lower. Both parents receive this rate during their SPL blocks.
Can both parents take leave at the same time?
Yes. Both parents can be on SPL simultaneously, but each takes their own weeks from the 37-week pool. If they take 10 weeks together, that uses 20 weeks of the total.
What if one parent does not qualify?
If the father/partner does not meet the employment or earnings test, they cannot take ShPP. The mother still curtails her SMP, but those weeks are lost — they cannot be reallocated.
Can the employer refuse shared parental leave?
Only if the employee does not meet the eligibility criteria. You cannot refuse SPL for business reasons, operational needs, or staffing concerns.
Does SPL affect the employee’s statutory holiday?
Yes. Employees on SPL continue to accrue statutory holiday. You should agree how holiday is taken — either during the SPL period or before/after.
Putting it into practice
Five steps keep your ShPP process correct:
- Check both parents’ eligibility independently — 26 weeks’ service and the Lower Earnings Limit for each.
- Collect the SMP1 form from the mother and confirm she has curtailed maternity pay.
- Process each parent’s SPL notice within one week of receipt.
- Calculate ShPP for each parent’s blocks and pay through payroll.
- Recover ShPP through RTI and claim the small-employer uplift if applicable.
A leave management system that tracks shared parental leave blocks, calculates ShPP automatically, and manages the complex notification process keeps shared parental pay accurate across both parents.
Sources
- GOV.UK — Shared Parental Leave and Pay (primary source)
- HMRC — ShPP rates and thresholds
- Employment Rights Act 1996, Part 8A
Last updated: 26 July 2026. This article is general information, not legal advice. ShPP rates and thresholds change annually — confirm current figures with HMRC.