Many employers offer their female staff full pay during their maternity leave, rather than the statutory minimum. There is an argument that a father taking shared parental leave could be entitled to bring a sex discrimination claim against his employer if the extra pay is not offered to him too.
If you are an employer who enhances family pay, you should ensure that you have a clear policy on any restrictions and limitations to the enhanced pay. For example, this would include whether the individual needs to return to work for a specified period following the family leave.
Employers that enhance shared parental pay are twice as likely to receive a shared parental leave request as those who offer only the statutory rate. The proportion of employers with eligible employees making shared parental leave requests rises from one-third across the whole sample to more than half of those offering enhanced shared parental pay. But it falls to only a quarter of employers that do not enhance shared parental pay.