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University employees eligible to take Shared Parental Leave are entitled to 18 weeks Shared Parental Leave at full pay, minus any weeks enhanced maternity/adoption or paternity pay they have already received.

 EShPP is inclusive of any Statutory Shared Parental Pay (ShPP) to which the employee is entitled. If the amount due is less than the ShPP to which the employee is entitled, only ShPP will be payable. The amount payable cannot be more than the employee’s usual weekly earnings.

 ESShP is subject to the condition that no work is undertaken during the paid period of leave other than ‘SPL in touch days’ (see ‘SPLIT days’).

Payment will normally be made through the payroll on the employee’s normal pay date.

Where an employee chooses not return to work for a minimum of three months after a period of SPL they will be required to repay any ESShP that they have received.

An employee may opt to hold over any EShPP that is in excess of their statutory entitlement and receive this as back pay owing to them once they have returned to work for a period of not less than three months.


If an employee decides not return to work after taking SPL, or returns to work but subsequently decides not to continue in the employment of the University for a period of at least three months, the University has the right to reclaim any EShPP that they received that is in excess of any ShPP that they have received.

If an employee returns to work but does not subsequently continue in employment for a period of at least three months, the amount deducted will be a proportion of the excess pay as follows:

Up to one month


One month up to two months

Two-thirds of EShPP

Two months up to three months

One-third of EShPP