Parents might need to change their shared parental leave. This might be because:
- they change their plans – for example, they want to change leave dates or how much leave each parent is taking
- something unexpected happens – for example, their baby is born early or spends time in neonatal care
Changing the dates of booked leave
To change the dates of booked leave, parents must usually give at least 8 weeks' notice. This is unless they agree something different with their employer.
They must give notice in writing. For example, in a letter or email. The notice must include:
- the dates they had originally booked leave for
- the new start and end dates of leave
The employer can ask the employee to change dates of booked shared parental leave. If the employee agrees, this does not count as a notice to change the dates of booked leave. The employee does not have to agree. They must not be treated unfairly if they do not.
Changing how much leave each parent takes
Parents who are both eligible for leave can change how much leave each of them will take. They must tell their employer in writing that they want to change their notice of entitlement. For example, in a letter or an email. They should do this as soon as possible.
They must include:
- how much leave each parent plans to take
- a declaration signed by both parents agreeing the changes
They must also include the dates they want to start and end each period of leave. These dates are just an indication of when they might take leave. To book those dates, parents must give a separate notice to book leave.
If the baby is born early or prematurely
If a baby is born early or prematurely, parents may not need to give 8 weeks' notice. This depends on how early the baby arrives and what leave they have already planned.
If the baby is born more than 8 weeks early
Parents do not need to give 8 weeks' notice if they have not yet booked shared parental leave.
They should give notice as soon as they can after the birth. It does not count as one of their 3 allowed notices.
Any leave that starts more than 8 weeks after the due date still needs the usual 8 weeks' notice.
If the baby is born less than 8 weeks before the due date
Parents can take the same leave they had booked for that period. They must tell their employer about the change as soon as they can. This notice will not count as one of their 3 allowed changes.
For example, Ali has booked a block of shared parental leave to start 2 weeks after the birth. The baby is born 6 weeks before the due date. Ali can take their shared parental leave 2 weeks after the early birth. They just need to tell their employer as soon as possible.
If the baby needs neonatal care
If the baby needs neonatal care, employees might be eligible for neonatal care leave and pay. This is in addition to maternity, paternity and shared parental leave.
Find out more about neonatal care leave and pay
If the child dies
The parents can still take the shared parental leave they've booked.
They can also either:
- decide to take less shared parental leave
- change discontinuous leave into one block of continuous leave
The employer might ask for 8 weeks' notice before the employee returns to work.
The employee cannot book any new blocks of shared parental leave.
Parents cannot apply for shared parental leave after the death of a child. The birth parent can still get maternity leave or adoption leave. The partner could still be eligible for statutory paternity leave.
Parents might also be entitled to parental bereavement leave.
If their child dies, it might be difficult for an employee to tell their employer. The employer should allow someone else to tell them. For example, the employee's family member or friend.
This is likely to be a difficult and upsetting time. The person's employer should support them as much as they can. Find out more about supporting someone after a death.