Lloyds Banking Group
|What contractual pay is offered to mothers* on maternity leave?|
7 weeks at 100% of basic salary and allowances
20 weeks at 50% of basic salary and allowances
12 weeks at the statutory rate
|What contractual pay and leave is being offered to fathers/other parent who opt to take SPL?|
There are 52 weeks of leave available from the date the child is born or placed. The first 2 weeks must be taken by the mother or primary adoptive carer, which means the maximum number of weeks of Shared Parental Leave that could be created, is 50.
There are 39 weeks of pay available. The first 2 weeks must be taken by the mother or main carer, which means the maximum number of weeks of Shared Parental Pay that could be created, is 37.
The maximum number of weeks’ pay available to convert and share, is 5 weeks’ pay at 100% of basic pay, 20 weeks’ pay at 50% of basic pay and 12 week’s at the statutory shared parental pay rate
|Does contractual pay have to be repaid if the employees does not to return?||No|
|Will entitlement to SPL be reduced according to SML already taken?||No|
|Is your contractual Shared Parental Pay reduced by the number of weeks of SMP received by the mother?||The first 2 weeks must be taken by the mother or main carer, which means the maximum number of weeks of Shared Parental Pay that could be created, is 37|
|Can SPL be taken from day one of employment?|
To be eligible for Shared Parental Leave, colleagues must:
– Have 26 weeks continuous service with a Lloyds Banking Group Company at the end of the 15th weeks before a child is due or colleague receives notification that the child is to be matched with you
– Be employed the week before any period of shared parental leave is taken
– Have the main caring responsibility for the child along with their partner
– Be entitled to Statutory Maternity or Adoption Leave and have given notice to or have ended this leave
– Intend sharing leave with a partner who meets the employment and earnings test.
If eligible for Leave, any entitlement to Shared Parental Pay (SPP) will be determined as follows
– Entitlement to Statutory Maternity Pay (SMP); Colleague has earned more than the lower earnings limit in the 8 weeks before their qualifying week or
– Colleague is entitled to Maternity Allowance which may be ended to create Shared Parental Pay for partner
|Is it tied to the date of the child’s birth?||The earliest that the mother or primary adoptive carer can ‘convert’ their eligibility to Maternity or Adoption Leave to Shared Parental Leave is 2 weeks after the birth or placement of their child.|
|Are there any limitations on how SPL can be taken ie minimum continuous block?||No – we will accommodate requests wherever practical. However each request will be looked at separately and discussions with colleagues undertaken if any concerns exist|
|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?
We have undertaken a comprehensive communications exercise to both educate colleagues and encourage engagement with the opportunity presented by SPL. We adopted a blended communications approach targeting colleagues at a Group level and also through our Parenting network. We have undertaken upskilling sessions with HR colleagues and trained both our Advice & Guidance teams and our Specialist Maternity Support teams to be able to help colleagues understand their options. As part of the primary communications activities we created a series of case study scenarios which have been published on line together with a series of supporting documents for line managers. We will also look at featuring role models for future engagement communications on this subject.
Can you describe what wider cultural changes needed to support SPL are being implemented?
A family-friendly culture and associated working practices is a commercial necessity in harnessing and nurturing the potential of a generation of talent whose working lives cannot be viewed in isolation
Our colleagues have a range of roles and responsibilities that draw on them and it is incumbent on us as a Group to recognise and to respond, in a fully inclusive way, to the needs of working parents and carers and develop an agile workplace, workspace and mindset that is fit for an evolving workforce.
Family Matters is an umbrella programme within which we are developing our policies, our people and our propositions in pursuit of a cultural identity to support our organisational goal of helping Britain prosper.
By improving our organisational agility we believe that the associated mindset shift will help the culture change needed for colleagues to be more open to the opportunity presented by SPL.
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 do not expect a high take up of SPL in this first year given the relative complexity of the policy (notwithstanding the comprehensive communications support). We undertook some very simple pulse survey questions via our Parenting Network and, whilst small scale in numbers, the sense we got was that mothers were indeed a little wary of relinquishing maternity leave. We believe that the use of proven role models may help a ‘viral’ shift in perception over time.
Do you have any insight into how parents might like to take SPL? Which is best for your business in terms of planning?
We do not have enough data to generate solid insight yet however we do believe that parents may like to take leave in two chunks, the first in which they may be off together with their child and second towards the end of leave as a means to help the primary carer transition back into work in the most effective way possible.