Use this to estimate how many weeks of leave and Shared Parental Pay are left once maternity or adoption leave is curtailed, then test whether your planned split between two parents fits within the statutory caps.
Core caps: up to 50 weeks of leave and 37 weeks of Shared Parental Pay can usually be shared, depending on how much maternity or adoption leave and pay is used first. Statutory notice is usually 8 weeks.
This planner assumes a simple split of the remaining statutory weeks. Employer enhancements and multi-block booking rules are not modelled.
Estimated Shared Parental Pay in your plan
£0Planned shared leave: 0 weeks
Leave weeks still available to share0ShPP weeks still available to share0Planned total leave0Planned paid weeks0
Earliest shared-leave start-Suggested 8-week notice date-Plan statusWithin the statutory caps
What this means
The most useful way to use SPL is to separate the leave question from the pay question. Leave can continue beyond the paid weeks, so your cashflow plan and your childcare plan need to be looked at together.
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Shared Parental Leave works by ending maternity or adoption leave early and using some of the remaining weeks as SPL instead. Shared Parental Pay works the same way: it depends on how many statutory pay weeks are left after the original leave route is curtailed.
The first two weeks after birth are compulsory maternity leave for most birth mothers, so the maximum shared leave is usually 50 weeks.
Shared Parental Pay is usually capped at the remaining part of the 39-week statutory pay window.
Bookings can be made in blocks, and employers can respond differently to discontinuous leave requests, so this planner deliberately keeps the first pass simple.