USA 
United Kingdom
What is shared parental leave?
Shared Parental Leave (or SPL for short) is a type of work leave that’s available to new parents — whether or not they’re the birth mother or primary adopter of their child. In fact, what sets SPL apart from other such offerings is that time away from work when a child is born can be divided between parents, making it a far more agile and appealing prospect for not just male-female family units, but more diverse iterations of working families too.
The concept behind Shared Parental Leave is to provide different options to new parents when it comes to caring for their child in the vital first year of the child’s life. In this sense, it can be divided between the two parents in a few different ways.
The mother, father or primary adoptive parent can choose to convert part of their maternity or adoption leave into Shared Parental Leave. They can then share this with their partner, so they can take a more active role in caring for their child. Parents can take this leave separately throughout the year, or take it at the same time.
How does the U.S. differ from other countries in adopting SPL?
A 2014 International Labor Organization report disclosed that 184 countries currently have mandatory legislation around parental leave. Of these countries, 71 of the wealthiest nations provide paid paternity leave. Taking the lead are Japan, South Korea, and Portugal which grant the highest benefits to new fathers.
However, absent from the list is the United States, which has yet to implement paid family leave at the federal level. Only 21% of US workers have access to paid parental leave through employers.
While the US has no federally mandated paid leave, parents of new children may be able to get time off by using a patchwork of federal and state laws and services
This is something that many Americans believe is sorely missing from national working structures. 96% of Americans think that mothers should receive paid time off after having a child, with 75% agreeing maternity leave should be at least six paid weeks. However, in the US, there is no federally mandated paternal leave.
Similarly, family leave is legally mandated in most countries, although not in the US. Leave minimums differ widely between countries. In Sweden, for example, both parents are entitled to 480 days (16 months) of paid leave at about 80% of their salary (with a cap).
In the UK, expectant parents can have up to 12 months of unpaid parental leave. During this 12-month period, the amount and type of leave in the UK is dependant on the working status of expectant mothers.
How does parental leave currently look in the US?
While the US has no federally mandated paid leave, parents of new children may be able to get time off by using a patchwork of federal and state laws and services. These, however, vary wildly from state to state.
Since 1993, the Family and Medical Leave Act (FMLA) has provided 12 weeks of unpaid time off to certain employees. Employees can use FMLA when they are incapacitated or care for a family member with a serious health condition. It is also used as the most suitable alternative for parental leave for workers in the US.
To qualify for leave entitlements, you must have worked at your current place of business for more than a year.
Why is shared parental leave a benefit that U.S. companies should be offering?
Regardless of the ethical implications of offering SPL to staff, there are many key benefits to businesses. Not least of which includes the additional draw it presents to sourcing top talent. It’s for this reason that, although they may not be legally obligated to, many big corporations provide paid leave to attract talent. Netflix famously offers a full year of maternal and shared paternal leave. Companies like Google, Capital One, and Apple offer 18 weeks.
It's also popular with emerging demographics in the workforce, furthering the ability to draw key talent into your organisation. A recent survey by the Pew Research Center found that a majority of Americans support the prospect of widespread SPL as a benefit.
Support is much stronger among younger Americans than those over 65, by 82% to 55%. And 71% say it’s important for new babies to have equal bonding time with their mothers and fathers.
Another key reason why this benefit may deliver a strong return on investment is the wellbeing of workers. Currently, the median length of leave for fathers in the U.S. is about one week (compared to 11 weeks for mothers). Seven in ten men reported taking two weeks or less off work after the birth or adoption of a child.
Studies covering this gap between working fathers and mothers have found that men taking caregiving leave of adequate duration and wage replacement is associated with reduced family stress, improved gender equality, as well as healthier, more stable relationships with partners.
Only 21% of US workers have access to paid parental leave through employers
For women, the wage gap noticeably widens when they have children, as policy, workplace practice and traditional gender expectations of the male breadwinner and female caregiver lead to women being primarily responsible for housework and child care, even when working full time.
Research suggests that the ability for women to return to work after having a child at the same wage, as well as not losing income during time off, could help close the gap. A 2016 analysis suggests New Jersey’s state paid leave policy has helped close its gender wage gap between women and men. When men take leave, women are not only more likely to return to work, but earn more.
Key outcomes for you and your business
Shared Parental Leave provides new parents with a divisible volume of time away from work in which to care for their child.
Parents can take this leave separately throughout the year, or take it at the same time.
The U.S. has yet to implement paid family leave at the federal level. Only 21% of US workers have access to paid parental leave through employers.
96% of Americans think that mothers should receive paid time off after having a child, with 75% agreeing maternity leave should be at least six paid weeks.
Support is much stronger among younger Americans than those over 65, by 82% to 55%. And 71% say it’s important for new babies to have equal bonding time with their mothers and fathers.
Seven in ten men reported taking two weeks or less off work after the birth or adoption of a child.
Men taking caregiving leave of adequate duration and wage replacement is associated with reduced family stress, improved gender equality, as well as healthier, more stable relationships with partners.
Research suggests that the ability for women to return to work after having a child at the same wage, as well as not losing income during time off, could help close the gap.
