In April 2015 the government implemented new legislation to make parental leave shareable with the objective of challenging the old fashioned assumption that women will always be the parent that stays at home. It was intended to give parents the choice and flexibility in caring for their children and to help mothers who wanted to return to work early share responsibility for the care of their child. It was anticipated that the introduction of SPL would be unlikely to impact significantly given the potential financial implications, lack of career progression and women’s potential reluctance to share their leave.
Given that we are now year into the changes it seems an appropriate time to reflect on the impact that SPL has actually had. It appears that fathers have been reluctant to take advantage of the SPL rules mainly on the basis of the financial limitations. Research among 200 employers conducted by My Family Care found that 80% of employees surveyed said that the decision whether they would elect for SPL would depend on whether their employers would pay more than they were obliged to. With statutory pay for parental leave currently set to a maximum of £139.58 per week it could be that many working fathers continue to believe that it’s their duty to go out and earn the money.
Another important consideration that may be affecting the implementation of SPL is women’s reluctance to share their leave. Research suggests that 55% of women surveyed said that they would not want to. However, notwithstanding the potential limitations, the implementation of SPL can only serve to eradicate the inequalities that woman have long suffered in the workplace, by giving them the option to share their leave and combine work and family. It should enable women to carry on with their careers more easily whilst having a family.Details