Shared Parental Leave for self-employed parents does not exist. Although Shared Parental Leave (SPL) has been part of UK employment law since April 2015, the rules that allow eligible parents, partners and adopters to share up to 50 weeks of leave and 37 weeks of pay after the birth or adoption of a child do not extend to the self-employed, according to GOV.UK guidance on Shared Parental Leave and Pay. Parents can take leave separately or at the same time, giving employed families more flexibility than the older system of maternity leave plus up to two weeks of paternity leave.

For 2026/27, Statutory Shared Parental Pay (ShPP) is paid at the lower of 90% of average weekly earnings or the standard weekly rate set by the government for that tax year, according to GOV.UK guidance on Shared Parental Leave and Pay. To qualify, both parents must meet work and earnings tests set out by GOV.UK. The mother must have been employed continuously for at least 26 weeks by the end of the 15th week before the baby is due, and still be employed when SPL starts. Her partner must have worked for at least 26 weeks in the 66 weeks before the due date and earned at least £390 in total across 13 of those weeks.

Shared Parental Leave for self-employed parents

The rules are clear: self-employed parents are not entitled to SPL or ShPP, as set out in the GOV.UK guidance. If one parent is employed and the other is self-employed, the employed partner may still qualify for SPL or ShPP provided the self-employed parent passes the employment and earnings test. If both parents are self-employed, neither can claim SPL or ShPP. In that situation the mother may be able to claim Maternity Allowance instead.

This exclusion matters for a sizeable workforce. Many women are now self-employed and running businesses while raising children, yet they have no access to the shared leave model that employed families can use.

Support available to self-employed parents

Although SPL is off the table, self-employed mothers are not left entirely without support. Maternity Allowance is the main alternative. You may qualify if you have been self-employed for at least 26 of the 66 weeks before your baby is due and have paid or been credited with enough Class 2 National Insurance contributions for at least 13 of those weeks, according to GOV.UK Maternity Allowance guidance. You can also qualify through a combination of employed and self-employed work.

For 2026/27, Maternity Allowance is paid at the lower of 90% of your average weekly earnings or the standard weekly rate set for that tax year, for up to 39 weeks. If you do not qualify for the full rate, a lower rate may be available for 14 weeks. You can claim once you have been pregnant for 26 weeks. Keep records of your earnings and National Insurance contributions so you can apply in good time.

Self-employed fathers and partners have far fewer options. They are not entitled to Statutory Paternity Pay, which is reserved for employees, according to GOV.UK guidance on Statutory Paternity Pay and Leave. Some may be able to claim means-tested support such as Universal Credit, depending on household income and savings, but this is not a substitute for dedicated parental leave.

Childcare support can help fill some of the gap. Working parents in England, including many self-employed parents, can access up to 30 hours of free childcare a week for three and four-year-olds, subject to income rules, according to GOV.UK guidance on 30 hours free childcare. Our guide to free childcare for self-employed parents explains the eligibility rules.

Why the gap matters for women in business

The lack of shared leave for self-employed families reinforces unequal caring responsibilities. Self-employed mothers often return to work quickly after childbirth because their business income stops if they stop working, and few can afford maternity cover or replacement staff. That leaves them taking shorter breaks than employed mothers and facing a real risk of lost income and clients.

This contributes to the motherhood penalty faced by women founders. When they cannot take protected time away for a new child, their businesses can stall or close, which means lost innovation, jobs and tax revenue for the UK economy. A fairer system would recognise that self-employed parents also need protected time to care for a new child without risking their livelihood.

The gap also affects fathers and non-birth partners who run their own businesses. Without access to SPL or paternity pay, they often have little choice but to keep working, leaving the bulk of early childcare to the mother. That undermines the goal of SPL to share caring more equally.

What Prowess is calling for

Prowess is calling for a full review of maternity and childcare support for parents who run their own business as part of our Manifesto for Women in Business. Reform should include extending parental pay and leave to self-employed parents, simplifying access to Maternity Allowance, and ensuring that childcare policy supports the flexible working patterns common among the self-employed.

For a fuller picture of maternity support when you work for yourself, read our maternity pay self-employed guide. You can also see the latest data on women in business on our key UK facts page.

Key points for self-employed parents

• You cannot claim Shared Parental Leave or Statutory Shared Parental Pay if you are self-employed.
• If your partner is employed, they may still qualify for SPL or ShPP if you meet the employment and earnings test.
• Self-employed mothers may be able to claim Maternity Allowance for up to 39 weeks.
• Self-employed fathers and partners are not entitled to Statutory Paternity Pay; means-tested benefits may be the only fallback.
• Keep records of your earnings and National Insurance contributions so you can apply for Maternity Allowance in good time.

Shared Parental Leave for self-employed parents remains out of reach, even though it was a step forward for employed families. Until the rules catch up, self-employed parents will continue to pay the price for a system built around traditional employment.