NHS Shared Parental Leave Planner

Split up to 50 weeks of leave between two parents. See the notice deadlines, which weeks the NHS pays full pay, half pay or the statutory rate, and what each split is worth.

Planning the birth parent's own dates first? Use the maternity dates planner.

Plan your leave

We assume the baby arrives on this date.

Weeks of leave taken before the due date count towards the 52.

Counted from the start of leave, at least 2 weeks after the birth. What is left of the 52 can be shared: 26 weeks at the moment.

Birth parent

At the start of the 11th week before the due week (Handbook 15.15, 15.18).

Gross, for pay figures.

Partner

Otherwise the plan assumes statutory shared parental pay only. Their employer may offer more.

Gross, for pay figures.

Blocks of shared parental leave

Each block starts a number of weeks after the maternity leave ends. Use 0 to start straight away.

Block 1

Runs in your browser. Nothing you enter is sent or saved.

Your shared leave plan appears here

Enter the due date, choose how long the birth parent takes maternity leave, then add blocks of shared parental leave for each parent. You will see the weeks left, the pay each week attracts and the notice deadlines.

Short answer

Parents can share up to 50 weeks of leave and 37 weeks of pay in the first year after the birth. The birth parent must end her maternity leave early with at least 8 weeks' notice, and each block of shared parental leave needs 8 weeks' notice too. NHS employers pay a joint pool of 8 full-pay and 18 half-pay weeks to an eligible couple in total (Handbook 15.62 and 15.63), so how you split the weeks changes what you are paid. The planner does the sums for your plan.

⚠Check your plan with HR and payroll

This applies the statutory rules on GOV.UK and Section 15 of the NHS Terms and Conditions of Service Handbook to the plan you enter, with the assumptions in the planner. Payroll may apply the NHS pool differently, local policies can be more generous, and eligibility depends on your employment history. It is not legal advice.

How does shared parental leave work in the NHS?

Shared parental leave (SPL) lets two parents share leave that would otherwise be the birth parent's maternity leave. The birth parent has to take at least the two weeks of compulsory maternity leave after the birth, then she can end her leave early, giving binding notice, and the rest of the 52 weeks can be shared between the parents (GOV.UK). It must be taken within one year of the birth (Handbook 15.17 and 15.49). In the NHS, Section 15 adds an occupational shared parental pay scheme on top of the statutory pay, for staff who qualify (15.18, 15.62).

How many weeks can we share?

If the birth parent takes N weeks of maternity leave and pay, up to 52 minus N weeks of leave and 39 minus N weeks of pay are left to share. With the compulsory two weeks that is the headline 50 weeks of leave and 37 weeks of pay. The planner shows both numbers for the weeks you choose and warns you if the blocks add up to more than what is left.

NHS enhanced shared parental pay: one pool for the couple

This is the part most guides miss. The maximum joint entitlement to occupational shared parental pay is six weeks of full pay (inclusive of statutory shared parental pay), 18 weeks of half pay plus shared parental pay, then 13 weeks of shared parental pay, then 13 weeks unpaid. It is reduced in proportion to maternity or adoption pay already taken or notified by either parent, not counting the compulsory two weeks (15.62). And an NHS employer will not pay more than 26 weeks of enhanced pay, 8 full (including the compulsory two weeks) and 18 half, in total to an eligible couple, whether one or both parents work for the NHS (15.63).

So the enhanced weeks are used up first by whoever takes leave first. Here is the same year split three ways, from the planner: baby due 15 March 2027, birth parent on £32,000 a year and partner on £36,000, both with 12 months' NHS service, maternity leave starting on the due date and the partner's leave starting straight after the birth parent's.

SplitPartner's pay in their blockGross pay while on leave, both parents
Birth parent 26 weeks, partner 26 weeks 0 full, 0 half plus ShPP, 13 ShPP, 13 unpaid £16,457
Birth parent 8 weeks, partner 18 weeks 0 full, 18 half plus ShPP, 0 ShPP, 0 unpaid £14,621
Birth parent 2 weeks, partner 37 weeks 6 full, 18 half plus ShPP, 13 ShPP, 0 unpaid £17,607

The totals are what is paid for the weeks of leave only, so they are not like-for-like: a longer total of leave in the second and third splits means one parent is back at work earning their normal pay for longer. What the comparison does show is how the same enhanced pool lands on different parents, and that a parent who takes less maternity leave leaves more enhanced pay for the other. Change the numbers in the planner to test your own household.

Notice deadlines you cannot miss

  • ✓ The birth parent gives binding notice of the date her maternity leave and pay will end, or returns to work, before shared parental leave can start (GOV.UK; Handbook 15.18(ii)(d))
  • ✓ You each give at least eight weeks' notice before each block of leave begins, and for any change (GOV.UK; Handbook 15.50)
  • ✓ Each parent can give up to three notices to book leave, including notices to vary it (Handbook 15.51)
  • ✓ Your employer can ask for more information within 14 days of your application, and you have 14 days to provide it (GOV.UK)
  • ✓ All of the leave and pay must be taken within one year of the birth (Handbook 15.49)

Blocks of leave, together or apart

Each notice can be a single continuous block or a discontinuous set of weeks. A single block cannot be refused (15.53). If you ask for discontinuous weeks, your employer can discuss alternatives for two weeks and, in limited circumstances, refuse the pattern, in which case you can take the whole total as one continuous block starting at least eight weeks after your original notice (15.55 and 15.56). GOV.UK adds that splitting a block into shorter periods needs your employer's agreement. You can be off together or stagger the leave. The planner uses a continuous block per row, so use one row per block you plan to book.

SPLiT days

Each parent can work up to 20 shared parental leave in touch (SPLiT) days without bringing their shared parental leave to an end, by agreement with the employer (Handbook 15.71, 15.74). They are paid at the basic daily rate for the hours worked, less any shared parental leave payments (15.75). Working part of a day counts as a day (15.76).

Shared parental leave, maternity leave and paternity leave compared

Maternity leave is the birth parent's own 52 weeks. Paternity (new parent support) leave is a separate two weeks for a partner, with full pay on 12 months' NHS service (15.111 to 15.115). Shared parental leave only exists if the birth parent shortens her maternity leave, and is worth considering when the partner has the NHS occupational scheme too, because the enhanced pool is shared. Read our paternity and shared parental leave guide and the maternity leave rights guide.

If you do not return after shared parental leave

If you said you would return and do not return within three months of the end of your shared parental leave, you are liable to refund the whole of the shared parental pay less any statutory shared parental pay, unless the employer waives recovery for undue hardship or distress (15.83). The maternity version has a different window; see repaying NHS maternity pay if you do not return.

Free download: NHS maternity leave and pay timeline

Key dates and pay stages from your first notification to your return. We'll also send changes to maternity, childcare and flexible working entitlements.

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How we calculate this and where the rules come from

  • ✓ NHS rules are from Section 15 of the NHS Terms and Conditions of Service Handbook, amendment 63 (published 1 October 2026): paragraphs 15.17, 15.18, 15.49 to 15.65, 15.71 and 15.83.
  • ✓ Statutory rules, the 50 and 37 week limits, the £194.32 weekly rate and the £129 earnings test are from GOV.UK shared parental leave and pay, checked October 2026.
  • ✓ Maternity pay for the birth parent uses the same engine as our NHS Maternity Pay Calculator.
  • ✓ Assumes the baby is born on the due date, both parents meet the statutory conditions, and each paid week uses one place in the joint pool of enhanced weeks. These assumptions are shown in the planner.
  • ✓ Runs entirely in your browser: nothing you enter is sent or saved. See our editorial policy. Last updated October 2026.

Related guides & tools

Maternity Dates Planner

Notice deadline, leave start, return and repayment dates.

NHS Maternity Pay Calculator

Week-by-week maternity pay after tax.

Paternity and Shared Parental Leave Explained

Partner rights and how shared leave fits.

Maternity Leave Entitlement and Rights

Eligibility, notice and your rights.

Childcare Cost Calculator

Compare working patterns once you are both back.

Returning to Work After Maternity Leave

KIT days, flexible working and your first weeks back.

Frequently asked questions

How does shared parental leave work in the NHS? +
The birth parent ends her maternity leave early, with at least eight weeks' notice, and the weeks she gives up can be shared with a partner as shared parental leave, taken in the first year after the birth. Up to 50 weeks of leave and up to 37 weeks of pay can be shared (GOV.UK). NHS employers add an occupational element for eligible staff: Section 15 of the Handbook sets a joint pool of enhanced pay for the couple (paragraphs 15.62 and 15.63).
How many weeks of shared parental leave do we get? +
If the birth parent takes N weeks of maternity leave and pay, up to 52 minus N weeks of leave and 39 minus N weeks of pay can be shared. GOV.UK's example: 22 weeks of maternity leave and pay leaves 30 weeks of shared parental leave and 17 weeks of shared parental pay. The birth parent must take the two compulsory weeks after the birth, which is why the headline figure is 50 weeks of leave and 37 weeks of pay.
What does the NHS pay during shared parental leave? +
For eligible staff, the maximum joint occupational shared parental pay is six weeks' full pay (inclusive of statutory shared parental pay), then 18 weeks of half pay plus shared parental pay, then 13 weeks of shared parental pay only, then 13 weeks unpaid, reduced in proportion to maternity or adoption pay already taken by either parent (paragraph 15.62). An NHS employer will not pay more than 26 weeks of enhanced pay (8 full and 18 half) in total to an eligible couple, whether one or both are NHS employees (15.63).
What is statutory shared parental pay in 2026/27? +
It is the lower of £194.32 a week or 90% of average weekly earnings (GOV.UK), for up to 37 weeks in total less any maternity pay weeks, and the parent must earn on average at least £129 a week. In the NHS, ShPP counts inside full pay and is added to half pay (but the total never exceeds full pay).
How much notice do we need to give? +
You need at least eight weeks' written notice before each block of leave starts, and at least eight weeks' notice of any change (GOV.UK; Handbook paragraph 15.50). The birth parent must also give binding notice of the date she will end her maternity leave and pay, or return to work, before shared parental leave can start. The planner works out the dates for each block.
Can we take shared parental leave in blocks? +
Yes. Each parent can book up to three notices of leave, including notices to vary an earlier plan, and each notice can be a single continuous block or a discontinuous set of weeks (Handbook 15.51 and 15.52). Single blocks cannot be refused (15.53). If you ask for discontinuous leave your employer can refuse it after a two-week discussion, but you can then take the total weeks as one continuous block starting no earlier than eight weeks after your original notice (15.55 and 15.56).
Can we both be on leave at the same time? +
Yes. GOV.UK says parents can be off work together or stagger the leave and pay. Each parent's weeks come out of the same pool, and each paid week uses up a place in the shared pool of statutory and NHS enhanced pay, so overlapping spends the pool faster. The planner shows what each block pays.
What are SPLiT days? +
Shared parental leave in touch (SPLiT) days let each parent work up to 20 days during shared parental leave without ending it (GOV.UK; Handbook 15.71). They are by agreement, and the Handbook says they are paid at your basic daily rate for the hours worked, less any shared parental leave payments (15.75). They are separate from the ten KIT days available during maternity leave.
Who is eligible for shared parental leave? +
Both parents need to be employees who share responsibility for the child at birth, with at least 26 weeks of continuous employment by the end of the 15th week before the due date and who stay with the same employer until at least the week before leave starts. They must also earn on average at least £129 a week to qualify for pay (GOV.UK). For NHS occupational pay you need 12 months' continuous NHS service at the start of the 11th week before the expected week, and the other parent must meet the statutory employment and earnings test (15.18).
Do I have to repay NHS shared parental pay if I do not go back? +
If you notified your employer that you intended to return and do not return within three months of the end of your shared parental leave, you are liable to refund the whole of your shared parental pay less any statutory shared parental pay received, although the employer can waive recovery for undue hardship or distress (paragraph 15.83). For maternity leave the window is 15 months from the start of leave.
Is shared parental leave better than paternity leave and maternity leave? +
It is different, not a replacement. Partners may also get two weeks of new parent support (paternity) leave on full pay with 12 months' continuous NHS service (Handbook 15.111 to 15.115), which does not come out of the shared leave. Shared parental leave only helps if the birth parent shortens her maternity leave, and with the NHS enhanced pool shared between you, the best split depends on who earns more and who has the NHS occupational scheme.
Does this planner work if my partner is not an NHS employee? +
Yes. Untick the NHS box for the partner and the planner assumes statutory shared parental pay only for their blocks. Their own employer may offer enhanced pay, so ask them. Remember that the weeks the birth parent has already taken still reduce the joint NHS pool, under the way the Handbook is worded.