SPL is paid for the first 39 weeks, minus any weeks of paid maternity leave already taken by the mother. If the mother takes less than 39 weeks maternity leave, the remaining portion of the 39 weeks is converted into paid SPL. Any SPL beyond these 39 weeks is unpaid.
To qualify for SPL pay, an employee must meet the criteria for SPL stated above and also have earned above the Lower Earnings Limit in the 8 weeks leading up to the 15th week before the baby is due, and still be employed by that same employer at the start of the SPL.
SPL pay rates
Where staff have a year's continuous service by the expected week of childbirth/adoption and agree to return to the University for 3 months following the end of their leave, University SPL Pay is available. This comprises of:
- 18 weeks at full pay ('enhanced SPL')
- 21 weeks at statutory rates
- 13 weeks unpaid
University SPL pay entitlement is calculated as less any weeks of paid maternity leave taken by the mother. For example, if the mother intends to take 12 weeks maternity leave, University SPL pay would be calculated as 6 weeks of enhanced SPL pay, followed by 21 weeks statutory pay and 13 weeks at no pay.
The combined maternity leave and SPL taken by a couple cannot in total exceed 52 weeks leave, and the paid component of these 52 weeks cannot in total exceed 39 weeks, (i.e. the leave and the paid leave is not more than would have been received on maternity leave). If the mother and her partner both work at UoB, the amount of enhanced maternity/SPL pay taken by the couple cannot in total exceed 18 weeks, and the total maternity/SPL statutory pay period cannot exceed 21 weeks.
Where staff have 1 years continuous service but a contract end date that either i) expires during their SPL or ii) expires within 3 months of their return to work date, then the 3 month return rule will not be applied. In these situations, staff will receive their enhanced SPL pay either in full, or up to the end of their contract if the contract ends during the enhanced pay period. Staff on fixed term contracts may still be entitled to statutory SPL pay after their contract ends.
University SPL Pay arrangements are based on a continuing contract of employment. If your contract ends during the enhanced pay period, any new contract must begin immediately (i.e. with no break in service) for you to continue to receive your enhanced pay entitlement.
The 3 month return rule will still apply to staff on open contracts, staff on contracts that end before they begin their SPL and staff on fixed term contracts that allow them to return to work for 3 months following their SPL.
If a staff member does not qualify for University SPL pay, they may qualify for statutory SPL pay, as described above.