A new study has revealed that the UK’s Shared Parental Leave policy has made no difference to new fathers at all. In this article, we discuss the research findings and subsequent recommendations. Then, we look into how parental leave works in practice and why many are choosing not to take it.
Only 5% of Fathers Chose Shared Parental Leave
The new study was conducted by the Economics Department and Institute for Policy Research at the University of Bath and Cardiff University. It analysed data from 40,000 households across Britain to ascertain the impact of the Shared Parental Leave policy introduced in 2015, comparing data from families with children born before and after its roll-out.
According to the research findings, the introduction of the Shared Parental Leave policy has had no effect whatsoever on the leave being taken by fathers. The number of fathers choosing to take parental leave for fathers has not increased and the length of leave taken has not changed.
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Research conducted last year by the Tory government yielded related results. These research findings revealed that only 5% of employee fathers and 1% of employee mothers had chosen to take shared parental leave.
Dr Joanna Clifton-Sprigg from the University of Bath has highlighted the importance of these findings with respect to the success of the Shared Parental Leave policy. She says, “Our work demonstrates that this policy, although conceptually desirable, in practice has not changed decisions of an average household with regards to who is the primary caregiver of the child in their first year of life.”
She also noted the significance of these findings, “… particularly in a society that seeks to reduce gender inequalities at work and in which parents are increasingly wanting to be both active in their child’s life right from the start.”
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What is Shared Parental Leave?
The current Shared Parental Leave policy in the UK came into force in April 2015. Theoretically, it aims to alleviate pressure on the mother and encourage parental leave for fathers, so both can focus on caregiving.
Its objectives were to help new parents share parental responsibilities and to encourage new mothers to return to work sooner. It was thought that the achievement of these aims would positively impact the British economy, narrow gender gaps in the workplace, and improve the work-life balance of new mothers.
However, it would seem that both parents and employers frequently struggle with the correct process to follow when applying for and granting parental leave. Given the stringent eligibility criteria and notification requirements, many are left asking “How does shared parental leave work?”
How Does This Work?
The UK’s Shared Parental Leave policy enables new parents to split 50 weeks of parental leave and 37 weeks of statutory shared parental pay between them. They can take periods of shared parental leave together or separately and it may be taken in a single period or multiple periods. However, employees must utilise the leave and pay during the first year after the child’s birth or placement (for adoption).
Criteria
There are specific criteria which parents must fulfil to be eligible for shared parental leave and statutory shared parental pay. These criteria differ depending on whether the parents are birth parents or adoptive parents.
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Further criteria can come into play if the leave is split between the mother and her partner. Eligibility in all cases relates to the length of time which each parent has worked for their employer and their average weekly earnings.
Process
The procedure for taking shared parental leave is not as simple as one might hope. There are requirements regarding providing adequate notice and specific information to employers in advance. This should be provided initially when applying for leave. Keep in mind that, leave dates may be changed with a minimum of eight weeks’ notice.
Shared parental leave can’t be in addition to maternity leave or adoption leave, but it is possible to take some of each. A new mother could, for instance, take 20 weeks of maternity leave and split 32 weeks of parental leave with the father. The same principle applies to maternity pay.
What is Preventing Parents from Taking Parental Leave?
There are a number of factors which currently influence new parents’ decisions to forego shared parental leave. One such is the stringency of the various eligibility criteria, which often prevents new parents from being entitled to take parental leave. Given the recent upheaval in the labour market, many parents are unable to fulfil these criteria, effectively preventing them from parental leave entitlement.
Another relevant factor is that of pay. Maternity pay in the UK is one of the lowest rates in the OECD, the Guardian has reported. For the first six weeks, the mother receives 90% of her average earnings, with a subsequent weekly rate of £184.03 or 90% of her average earnings (whichever is lower).
The rates of statutory shared parental pay are the same but without the initial six weeks of higher pay. As such, maternity pay is preferable from a financial perspective, at least for the initial six-week period.
Read: One in Seven Fathers Can’t Afford Taking Paternity Leave, TUC Reveals
Another barrier to the current policy is its complexity. Rules differ depending on whether the parents are birth or adoptive, and whether they comprise the mother and father or the mother and her partner. A general lack of understanding by both parents and employers causes many to conclude that it simply is not worth the hassle.
Deputy CEO of the Fatherhood Institute, Dr Jeremy Davies, has described the current Shared Parental Leave policy as one of the worst systems of parental leave for fathers in Europe. According to him, “International evidence shows clearly that if we want dads to take a greater share of the caregiving, we need to give them their own leave, paid at a rate where they can afford to take it.”
Key Recommendations Regarding Shared Parental Leave
On the basis of its research findings, the Institute for Policy Research (“IPR”) has proposed three key recommendations for improving the situation.
Given the current governmental position, with the Labour Party promising to improve various elements of employment law in its New Deal for Working People, now would be an opportune time to change the Shared Parental Leave policy for the better.
- The first recommendation relates to the improvement of the financial terms associated with parental leave. As remarked above, the pay currently provided during parental leave is extremely low, and the IPR believes this is a significant deterrent for many eligible parents. Increasing shared parental leave pay will, says the IPR, incentivise more parents to use it.
- The second recommendation is simplification. The current system is complex and difficult for both parents and employers to navigate. The IPR advises providing legal support to enable all parties to understand the rights and the process involved.
- Thirdly, the IPR has proposed altering the eligibility criteria. Presently, each parent must work for a specific length of time for their employer and earn a set amount for parental leave eligibility. Easing the restrictions concerning parental leave would enable and encourage more working dads to use it going forward.
Professor Melanie Jones from Cardiff University says, “Our evidence is stark. SPL has been completely ineffective in encouraging fathers to take more and longer leave at the birth of their child.”
To this, the university’s Dr Ezgi Kaya added, “This raises important questions about the effectiveness of the policy in achieving its intended goals.”