Overview

This bill aims to extend shared parental leave and pay entitlements to self-employed individuals and make improvements to the existing system. It allows mothers to share their maternity allowance with another person, typically the father or another designated carer, and ensures that employees on shared parental leave are legally protected from dismissal or disadvantage.

Description

This bill amends the Social Security Contributions and Benefits Act 1992 and the Employment Rights Act 1996. Key changes include:

• Shared Maternity Allowance: The bill introduces a "shared maternity allowance," enabling mothers to share their maternity allowance with another person (P) who meets specified conditions, such as caring for the child. Regulations will determine the conditions for eligibility (relationship to mother/child, employment status, and notice period). The total amount payable will not exceed the mother's original entitlement. Regulations will detail how sharing the allowance will be managed, potentially allowing for non-continuous periods and "keeping in touch days".
• Parental Leave Entitlement: The bill ensures employees receiving the shared maternity allowance are entitled to paid parental leave. This protects their employment rights during the time they receive the shared allowance.

Government Spending

The bill's financial implications are not explicitly stated in the provided text. The cost will depend on the number of people who utilize the shared allowance and the regulations set by the Secretary of State regarding eligibility and payment amounts. It is likely to lead to increased government spending on social security benefits.

Groups Affected

• Mothers: Allows them to share their maternity allowance, potentially enabling more flexible childcare arrangements.
• Self-Employed Workers: Extends shared parental leave and pay rights to this group, previously excluded.
• Fathers/Other Carers: Provides them with the opportunity to take paid leave to care for their child.
• Employers: Requires them to comply with the extended shared parental leave rights, potentially impacting workforce planning and costs.

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