Case study library

Barclays Bank PLC


What contractual pay is offered to mothers* on maternity leave?Our maternity/adoption pay is not contractual. Our policy provides the following

  • 26 weeks service (at 15th week before EWC)  – 26 weeks at 100% of normal pay plus 13 weeks statutory pay
  • Less than 26 weeks service (at 15th weeks before EWC)  – 6 weeks at 100% of normal pay less the value of Maternity Allowance
What contractual pay and leave is being offered to fathers/other parent who opt to take SPL?

Barclays Shared Parental Pay is not contractual.

Our policy provides the following where the statutory eligibility criteria is met:

  • A maximum of 6 weeks at 100% normal pay inclusive of SSPP reduced by any paternity pay already received.
Does contractual pay have to be repaid if the employees does not to return?Barclays Maternity/Adoption/Paternity pay is not contractual. We do not ask colleagues to repay any occupational family pay if they do not return to work after their leave.
Will entitlement to SPL be reduced according to SML already taken?Yes
Is your contractual Shared Parental Pay reduced by the number of weeks of SMP received by the mother?

Barclays Shared Parental Pay is not contractual.

Yes , Barclays Shared Parental Pay is reduced by any maternity pay already received.

Can SPL be taken from day one of employment?Barclays follows statutory eligibility criteria and therefore if they do not have 26 weeks service they will not be eligible for SPL. However if both parents work for Barclays we will deem the mother as the lead participant, if however she does not meet continuity test we will assess the partner as the lead participant instead and if the partner meets the criteria we will consider both employees to be eligible.
Is it tied to the date of the child’s birth?Barclays follows statutory provisions and so SPL must end no later than one year after the birth/placement of the child.
Are there any limitations on how SPL can be taken ie minimum continuous block?No
Do you incentivise certain patterns of leave?No
Do you offer a bonus on return from SPL if minimum period it taken?No

*or primary adopter

How are you communicating and encouraging people to take SPL?

Shared Parental Leave and Pay have been communicated via our UK business and HR intranets to all businesses and all UK line managers also received a direct email informing them of the new entitlement which may impact them or their teams.

Reference to Share Parental Leave is also included on our Diversity and Inclusion Portal and has featured in a number of our Working Families Network events including during National Work Life Week.

Our Dynamic Working “How do you work your life?”  Campaign will also feature SPL case studies.

Can you describe what wider cultural changes needed to support SPL are being implemented?

Barclays will undertake a review of our Shared Parental Leave policy in 2016 to understand the questions and nature of how the leave has been taken. We are considering a re-launch at that time including case studies and consideration of our family friendly proposition.

Our Dynamic Working “How do you work your life?”  Campaign aims to address the cultural and attitudinal change needed to foster different working patterns both those undertaken for a short period of time e.g. SPL or Career Break and more longer term formal reduced working hours contracts.

What do you expect take up of SPL amongst fathers to be? Have you surveyed your employees about SPL and uptake?  Other surveys have shown that mothers may be unwilling to relinquish maternity leave: have you detected similar?

We have not undertaken surveys at this stage. As with many other organisations in the UK we are unsure of what the take up volumes by fathers will be. Barclays have so far received a very small take up and the cases we have had so far have all been from fathers and so we are expecting an increased taken up when compared to Additional Paternity Leave which traditionally has been very low.

Do you have any insight into how parents might like to take SPL? Which is best for your business in terms of planning?

We have only received couple of formal applications so far which have been very different in their nature, including both continuous and discontinuous leave although not complex formats.  We have also received a  handful of enquiries and indications of plans to take SPL, this have varied in their nature and also timing of when the leave would like to be taken, such as early on and immediately after paternity leave to right at the end of the maternity leave period.  All requests for leave have been no more than 12 weeks in total.