Parental leave and pensions

How does parental leave impact the funding of workplace pension schemes?

A member of a defined contribution scheme can continue to pay contributions during their parental leave. During the period of ordinary and any additional paid parental leave, personal contributions are based on the actual earnings the individual is receiving. Employer contributions are based on the level of earnings immediately before parental leave. 

If the member decides to stop paying contributions then the employer can also stop contributions.

A member of a defined benefit scheme will have any period of paid parental leave counted as pensionable service. This means benefits will continue to accrue as they did before parental leave. Any personal contributions though will be based on the actual earnings the individual is receiving.

If the member decides to take a period of unpaid leave after the paid period ends, this will not count as pensionable service.

What we have discussed above are the statutory rules, an employee may have preferential terms under their contract of employment. 

What about auto enrolment?

If a member of an auto enrolment scheme goes on parental leave, they can continue to pay contributions during their parental leave. During the period of paid parental leave, personal contributions will be based on the actual earnings the individual is receiving. Employer contributions will be based on the level of earnings immediately before parental leave. 

What about salary exchange?

It is still possible to use salary exchange during periods of paid parental leave. But, it is not possible to sacrifice earnings to a level below the statutory amounts.   

An employer needs to be aware that if salary is exchanged for an employer pension contribution, that contribution has to continue if the employee subsequently goes on parental leave. The contributions only need to continue during paid leave. 

It is recommended employers take advice when setting up salary exchange agreements.

Statutory maternity pay (2019/20)

This is paid for 39 weeks and is:

• 90% of the employee’s average weekly earnings before tax for the first six weeks
• £148.68 or 90% of the employee’s average weekly earnings (whichever is lower) for the next 33 weeks

GOV.UK Maternity pay and leave

Statutory paternity pay (2019/20)

This is paid for either one or two weeks and is:

• £148.68 or 90% of the employee’s average weekly earnings before tax (whichever is lower)

GOV.UK Paternity pay and leave

Statutory adoption pay (2019/20)

This is paid for 39 weeks and is:

• 90% of the employee’s average weekly earnings for the first six weeks
• £148.68 or 90% of the employee’s average weekly earnings (whichever is lower) for the next 33 weeks

GOV.UK Adoption pay and leave

Note

The information provided is based on our current understanding of the relevant legislation and regulations and may be subject to alteration as a result of changes in legislation or practice. Also it may not reflect the options available under a specific product which may not be as wide as legislations and regulations allow.

All references to taxation are based on our understanding of current taxation law and practice and may be affected by future changes in legislation and the individual circumstances of the investor.