E.D.Parenting ShPP
Shared Parental Pay
This information only deals with Shared Parental Pay (ShPPP), there is also Shared Parental Leave.
Only one of the partners can receive ShPP at a time. Leave can be shared at the same time.
GOV.UK ShPP information can be obtained here
ShPP is only available in England, Scotland and Wales.
Nutshell
For these notes the Parent is the mother or the adopter of the child, the Partner is the other person responsible for the care of the child.
This allows a Partner or Parent to use the remaining unused SMP/MA/SAP weeks between them.
As the parent must use 2 weeks SMP/MA at birth (4weeks if FactoryAct applies) or 2 weeks at adoption date, thus the maximum ShPP is 37 weeks.
The remaining weeks can be used at any time up to the 1st birthday of the child.
The parent and partner cannot claim ShPP at the same time, but they can share SPL.
Each time they make a claim for ShPP the employee must deliver a declaration as to how much the other partner/parent has used of their ShPP, you will thus be aware of how much is left to use.
Eligible:
They're eligible for SMP or SAP
or
They're eligible for SPP and their partner is eligible for SMP, MA or SAP
or
They're a worker and they're eligible for SMP or SAP
They are then entitled to share the remainder of the unused 39 weeks of pay between them at the lower of the ShPP rate (139.58 16_17) or 90% of weekly earnings.
The employee must give you written notice to start ShPP, there are letter templates at Acas:
Acas:Shared parental leave and pay
Notice
The employee is normally expected to give the employer 8 weeks notice.
Shared Parental Leave In Touch days (SPLIT)
The employee can use up to 20 work days if desired, this is in addition to any KIT days previously used. The other partner can also have 20 days of SPLIT. These days are in addition to the 10 ‘keeping in touch’ (or KIT) days available to those on maternity or adoption leave. KIT and SPLIT days are optional - both you and your employer must agree to them.
Blocks of leave
An employee can split the leave into 3 blocks.
They need permission from the employers to take more blocks.
There is NO enhanced earnings rate for ShPP ie first 6 weeks, it is the LOWER of standard rate or 90% of weekly earnings.
The employee must be employed by the same employer in the week (Sun-Sat) before the first payment of ShPP becomes payable.
ShPP cannot start before the child's Birth or child's Adoption.
Time taken off must be in whole weeks.
An employee who was employed during the week (Sunday to Saturday) before the first week of ShPP claimed will be entitled ShPP even if the employee subsequently ceases to be employed by the employer
ShPP can start on any day of the week
Separate blocks of ShPP can start/end on different days of the week.
All ShPP weeks must be taken (and completed) before the child’s first birthday or the 1st anniversary of placement for adoption, otherwise they are lost.
Cases where there is no liability to pay statutory shared parental pay:
Where it is not the person’s intention at the beginning of the week to care for the child (except in the case of the death of Mother - see separate section on the death of Mother)
During any part of which the person is entitled to statutory sick pay (under P art 11 of the Social Security Contributions and Benefits Act 1992)
Following the week in which the person claiming ShPP has died; or
During any part of which the person is detained in legal custody or sentenced to a term of imprisonment (except where the sentence is suspended). However, there is liability to pay ShPP in respect of any week (or part of a week) during any part of which the person who is entitled to that pay is detained in legal custody where that person:
- is released subsequently without charge
- is subsequently found not guilty of any offence and is released; or
- is convicted of an offence but does not receive a custodial sentence
Employee is sick
Unlike a mother on maternity leave and entitled to SMP, an employee who is entitled to SPL and
ShPP is not disqualified from receiving SSP. And an adopter is not disqualified from receiving SSP
during the APP.
ShPP should not be paid for any week in which the employee is entitled to SSP. The
normal SSP rules will apply.
There is no barrier to an employee who is on SPL and not in receipt of ShPP for that week being paid
SSP if he or she is both sick and caring for the child.
Other document sources:
https://www.gov.uk/shared-parental-leave-and-pay/overview
CalcPay will work out what to pay and when to pay it.
CalcPay pays ShPP in multiples of whole weeks.
To use this just start at 'Entitlement' and work your way down.
Entitlement.
Enter the date of Expected Week of Child Birth / Adoption.
This will populate the Eight Weeks Pay.
This is used to calculate what the Average Pay is, which determines the amount which will be paid for each week.
This amount is the LOWER of 90% of the pay or current years rate of Stat Sh.Parental Pay.
Click 'Save' to return to main form.
Details of the mother/adopter of the child.
Enter the requested details here.
This information should be available from the submitted form.
CalcPay will calculate the weeks that have already been used, this should be entered into 'Weeks taken'. This will then show the Weeks available to be shared between partners.
Actual date of Birth/Adoption.
This is used to determine when the ShPP must be stopped by.
Partner's other weeks taken or booked.
This is the other partners ShPP taken or booked. This will be subtracted from the 'Weeks Available' to determine the available weeks
Grid.
This is where you enter the 'Start Date' of each period booked and the number of weeks to be taken in that period.
Each partner can book up to 3 periods, more periods can be allowed with the employers permission.
the 'No. of Weeks' should not exceed 'This partner's available weeks'.
Use AddPeriod to add a block.
If you 'Rollback' then you will need phone to get help rolling back the previous weeks taken.
parentingshpp 26/5/16
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