<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=395330474421690&amp;ev=PageView&amp;noscript=1">
arrow
  • Home
  • Shared parental leave policy template

Shared parental leave policy template

Download the PDF

Share this article

Background-cta-sec

Get free resources to help you hire, engage, and retain your hourly workforce

SIGN UP NOW
illustration-1

Shared parental leave policy allows eligible employees to share time off work following the birth or adoption of a child. This policy enables both parents to take time away from work to care for their new child, promoting a more equal division of childcare responsibilities. Shared parental leave policy is designed to provide flexibility and support for employees during a significant life event, ensuring they can balance work and family responsibilities effectively.

The importance of a shared parental leave policy cannot be overstated. This policy promotes gender equality in the workplace by allowing both parents to take time off to care for their child. It also helps to create a more inclusive and supportive work environment, where employees feel valued and respected. Additionally, shared parental leave policy can improve employee morale and retention, as it demonstrates a commitment to work-life balance and family-friendly practices.

When writing a company shared parental leave policy, it is essential to follow a structured approach to ensure clarity and consistency. Here are some step-by-step guidelines to help you create an effective shared parental leave policy for your organization:

  • Research and understand the legal requirements for shared parental leave in your jurisdiction. Ensure that your policy complies with all relevant laws and regulations.
  • Define eligibility criteria for employees to qualify for shared parental leave, including length of service requirements and notification procedures.
  • Outline the process for requesting shared parental leave, including how far in advance employees must notify their employer and the documentation required.
  • Specify the duration of shared parental leave available to employees, including any additional benefits or support provided during this time.
  • Communicate the shared parental leave policy to all employees, ensuring they understand their rights and responsibilities under the policy.

By following these steps, you can create a comprehensive and effective shared parental leave policy that supports your employees and promotes a healthy work-life balance.

Shared Parental Leave Policy Template

Welcome to our organization! We are excited to have you join our team. As part of our commitment to supporting our employees, we have developed a Shared Parental Leave Policy to provide flexibility and support for new parents.

Our Shared Parental Leave Policy allows eligible employees to share leave and pay following the birth or adoption of a child. This policy is in line with the regulations set forth by the Family and Medical Leave Act (FMLA) and the Equal Employment Opportunity Commission (EEOC).

Key points of our Shared Parental Leave Policy include:

  • Eligibility criteria for employees to qualify for shared parental leave
  • Process for requesting and approving shared parental leave
  • Duration and scheduling of shared parental leave
  • Pay and benefits during shared parental leave
  • Return to work arrangements after shared parental leave

For more information on our Shared Parental Leave Policy, please refer to the full policy document [here](insert link to policy document).

If you have any questions or need further clarification on our Shared Parental Leave Policy, please do not hesitate to reach out to our HR team.

We look forward to supporting you during this special time in your life. Welcome aboard!

FAQs

  • What is our company's shared parental leave policy?
    Our company's shared parental leave policy allows eligible employees to share up to 50 weeks of leave and 37 weeks of pay following the birth or adoption of a child. This policy aims to provide flexibility and support for both parents in balancing work and family responsibilities.
  • Who is eligible for shared parental leave?
    Employees who have been with the company for at least 26 weeks by the end of the 15th week before the expected week of childbirth or adoption are eligible for shared parental leave. Both parents must meet certain criteria, such as sharing responsibility for the child and giving the required notice to their employer.
  • How do employees request shared parental leave?
    Employees can request shared parental leave by submitting a formal request to their line manager or HR department. The request should include details of the intended start and end dates of the leave, as well as any relevant documentation, such as the child's birth certificate or adoption papers.
  • How is shared parental leave pay calculated?
    Shared parental leave pay is calculated based on the employee's average weekly earnings over a specified period. The pay is then divided between the parents based on their agreed sharing arrangement. Employers may also offer enhanced shared parental leave pay as part of their benefits package.
  • Can shared parental leave be taken in blocks?
    Yes, shared parental leave can be taken in a continuous block or in separate blocks, as long as the total amount of leave does not exceed the maximum entitlement. Employees must give their employer at least 8 weeks' notice before each block of leave they wish to take.

The shared parental leave policy is crucial for any business looking to attract and retain top talent. By offering flexibility and support to new parents, companies can create a more inclusive and diverse workplace. This policy not only benefits employees by allowing them to balance work and family responsibilities but also contributes to a positive company culture and increased employee satisfaction. Ultimately, implementing a shared parental leave policy demonstrates a commitment to supporting employees at all stages of their lives, leading to a more engaged and productive workforce.

Download the PDF
Share this article
TAGS
About Workstream

Workstream is the leading HR, Payroll, and Hiring platform for the hourly workforce. Its smart technology streamlines HR tasks so franchise and business owners can move fast, reduce labor costs, and simplify operations—all in one place.

46 of the top 50 quick-service restaurant brands—including Burger King, Jimmy John’s, Taco Bell—rely on Workstream to hire, retain, and pay their teams. Learn more at workstream.us.

Book a demo
Learn more

Need a faster way to hire hourly workers?

Book a demo

Personal Information and Sensitive Personal Information

Before we discuss the right to limit and the right to opt-out, we must first define personal information and how it relates to sensitive personal information.

Personal information is any data that identifies, relates to, or could reasonably be linked to you or your household. A few examples of personal information include:

  • Name or nickname
  • Email address
  • Purchase history
  • Browsing history
  • Location data
  • Employment data
  • IP address
  • Profiles businesses create about you, including pseudonymous profiles (“user1234”)
  • Sensitive personal information

Sensitive personal information or “SPI” is a subset of personal information, defined as:

  • Identifying information (e.g. social security number, driver’s license)
  • Financial data (e.g. debit or credit card numbers)
  • Precise geolocation (within a radius of 1,850 feet)
  • Demographic or protected-class information (e.g. race/ethnicity, religion, union membership)
  • Biometric and genetic data (e.g. fingerprints, palm scans, facial recognition)
  • Communications and content (e.g. mail, email, text messages)
  • Health and sexual orientation (e.g. vaccine records, health history)

Right to Opt-Out

Californians have the right to opt-out of the sale and sharing of their personal information. That means you have the right to opt-out of the sale of your personal information to third parties (e.g. data brokers, advertisers). You also have the right to opt-out of the sharing of your personal information to prevent the targeting of ads across different businesses, websites, apps, or services.

CCPA-covered businesses must provide a link to allow you to exercise this right. It is usually found at the bottom of a webpage and will say “do not sell or share my personal information” or “your privacy choices.” Sometimes businesses offer privacy choices through a pop-up window or form

To opt-out of the sale and sharing of your personal information, click on the link or use the toggle provided by the business and follow the directions. Doing this on every website you visit can feel burdensome, but to ease the burden you can automatically select your privacy preferences for every website by using an opt-out preference signal, or OOPS for short.

An OOPS is a user-friendly and straightforward way for consumers to automatically exercise their right to opt-out of the sale and sharing of their personal information with the businesses they interact with online. An OOPS, such as the Global Privacy Control. It can either be a setting on your internet browser or a browser extension. With an OOPS, consumers do not have to submit individual requests to opt-out of sale or sharing with each business.

Right to Limit

Californians also have the right to direct businesses to limit the use and disclosure of their sensitive personal information.

Businesses covered under the CCPA must provide a link on their website that allows you to request the limiting of your SPI, if they plan on using it in certain ways. That link will also typically be at the bottom of a webpage and will say: “limit the use of my sensitive personal information” or “your privacy choices.” Once you send this request, the business must stop using your SPI for anything other than to:

  • Provide requested goods or services
  • Ensure security and integrity
  • Prevent fraud
  • Maintain system functionality
  • Comply with legal obligations

Bringing it Together

In summary, the CCPA gives you the right to opt-out of the sale and sharing of your personal information and gives you additional rights to further limit the use and disclosure of your sensitive personal information.

When you exercise these rights together, you exert greater control in protecting your personal data which is important for your identity, safety, and financial health.

If you are on a business’s website and you can’t find the links to exercise your rights, remember to check their privacy policy. The privacy policy should tell you how you can exercise your rights under the law.

If you find your rights being violated, you can submit a complaint to CalPrivacy.

Next in the LOCKED series, we will explore the right to correct and right to know. Follow us on social media to get live updates or check back in one week for the next post.

Essential

Required to enable basic website functionality. You may not disable essential cookies.

Targeted Advertising

Used to deliver advertising that is more relevant to you and your interests. May also be used to limit the number of times you see an advertisement and measure the effectiveness of advertising campaigns. Advertising networks usually place them with the website operator’s permission.

Personalization

Allow the website to remember choices you make (such as your username, language, or the region you are in) and provide enhanced, more personal features. For example, a website may provide you with local weather reports or traffic news by storing data about your general location.

Analytics

Help the website operator understand how its website performs, how visitors interact with the site, and whether there may be technical issues.

Right to Limit Use of Sensitive Personal Information

You also have the right to limit how we use sensitive personal information (such as precise geolocation, financial data, etc.).

Your preference has been saved. We will not sell or share your personal information.