Shared Parental Leave Optimizer
Plan how to share leave and pay with your partner (2026 rates)
Common Questions
What are the qualifying criteria for SPL?
Both parents must share responsibility for the child at birth. The parent wanting to take leave must have worked for their employer for 26 weeks by the 15th week before the due date. From April 2026, some service requirements have been eased under "Day One" rights initiatives, but currently, most SPL remains subject to the "continuity of employment" test.
How do we notify our employers?
You must give your employer at least 8 weeks' notice before you intend to take a block of leave. You can provide up to 3 separate notices of leave, which allows you to take blocks of work in between blocks of leave.
Enter your planned leave to see how much is available for your partner.
SPL Key Figures 2026
- Total Leave: 52 weeks
- Shareable Leave: 50 weeks
- Total Pay: 39 weeks
- Shareable Pay: 37 weeks
- Rate: £194.32/week
What's included in this calculator
Maps out how to split leave between both parents accurately.
Calculates Statutory Shared Parental Pay (ShPP) for the shared period.
Updated with the £194.32 weekly statutory rate confirmed for April 2026.
Advice on 'Shared Parental Leave In Touch' days for working during leave.
Guidance on the mandatory 8-week notice and the 3-block booking rule.
Verifies if you meet the 'continuity of employment' and earnings tests.
How to Calculate Shared Parental Leave in 2026
Shared Parental Leave (SPL) is often described as the most flexible but confusing benefit for UK parents. It allows mothers or primary adopters to "curtail" their maternity or adoption leave early and share the remaining balance with their partner. In 2026, the statutory pay rate (ShPP) has risen to £194.32, making it more financially viable for many families.
The core logic is simple: there is a "pot" of 52 weeks of leave and 39 weeks of pay. The mother must take at least 2 weeks of leave herself. The remaining 50 weeks of leave and 37 weeks of pay can be divided between the two parents in any way they choose—even taking it simultaneously to spend the first few months together.
Optimizing for Maximum Pay
Because the first 6 weeks of Statutory Maternity Pay (SMP) are paid at 90% of actual earnings with no cap, while Shared Parental Pay is capped at the flat rate, most families choose to stay on maternity leave for at least the first 6 weeks before switching to SPL. Our optimizer helps you visualize this split to ensure you don't leave any statutory money on the table.