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We had our baby boy in May 2024 and as part of our childcare plans, I took shared parental leave from October through January 2025. I wanted to take any opportunity I could to have some extended time with my son in his first year. Therefore, when I learned of Shaw Gibbs’ Shared Parental Leave (SPL) policy, it was a no-brainer for me to make the most of this.

In 2024, shared parental leave laws were updated to give new fathers and partners more flexibility in how they take their parental leave. Though this is now a legal requirement, it is still an area that many do not know about.

The Policy

Shared parental leave policies enable eligible parents to choose how to share the care of their child during their first year of birth or adoption. This should not be confused with ordinary parental leave which is the entitlement to up to 18 weeks’ unpaid leave and is unaffected by SPL. Employed fathers are currently entitled to two weeks of paternity leave (at a maximum of £184.03 per week). Whilst this may work for some, during these three months I learnt how critically important it was for me to have some extended time with my baby.

It is necessary to note that the first two weeks following birth are the compulsory maternity leave period and these are reserved for the birth mother. This means that the mother cannot curtail her maternity leave to take SPL until two weeks after the birth and the maximum period that the parents could take SPL is 50 weeks between them (although it will normally be less than this because of the maternity leave that mothers usually take before the birth).

If the father can’t take reduced hours, they may miss out on opportunities to be as fully involved as the child develops in that first year. After a while, the father may not feel as confident looking after the child due to the lack of experience and the baby is more naturally drawn to the mother when needing comfort.

It is, therefore, usually the mother who will be able to identify what is wrong or needs to happen to resolve the situation. This leads to mothers becoming the main caregivers meaning they may need to sacrifice more of other life areas whilst their child grows through their formative years.

However, the father or partner can begin a period of SPL at any time from the date of the child’s birth. The partner should bear in mind that he/she is entitled to take up to two weeks of ordinary paternity leave following the birth of his/her child, which he/she will lose if SPL is taken first. The mother and partner must take any SPL within 52 weeks of birth. Paternity leave must be taken within 56 days (eight weeks) of the birth.

The Benefit & the research

Enabling fathers to take more time off has been proven to enhance not just the experience of new parents but also the economy. It helps reduce the gender pay gap which, in turn, benefits the economy as a whole as well as the post-partum symptoms for women. This can also lead to stronger bonding between dads and their children.

A recent study conducted by The Centre for Progressive Policy (CPP) found that increasing statutory paternity leave to six weeks at 90% full pay (aligned to statutory maternity leave) would reduce the gender pay gap by 4% and increase economic output by £23 billion. This suggests that fathers taking more time off is a clear benefit for all.

Whilst on parental leave, I also had the opportunity to observe how society currently does not support fathers as equal and primary caregivers to their children. Whether in a baby group where the leader/interactive material only referred to mothers; or when I turned up to the first sensory class and found myself the only dad in the room. My first solo trip out with my son was interesting when I discovered that there were no baby-changing facilities which men could access.

The good news is that this is being challenged and there is a massive push for laws to change. Last year, the Bum Deal campaign launched a movement to make baby-changing facilities available to all caregivers. In research carried out by this campaign group, they found for instance, that out of 500 public toilets, only 15% had facilities accessible to all caregivers. However, there are signs of change. Tottenham Hotspur Football Club, for instance, recently became the first official ‘Fair Change’ venue.

Shared parental leave may not be available to some fathers and may not work for all. However, I hope everyone who is considering having children or adding to their family is aware that this government policy exists and to take advantage of it where it suits. I can see it becoming one of the deciding factors for employees deciding on an employer of choice.

The value of apprenticeships…

With their blend of academia and real-life experience, apprenticeships have emerged as an equally prestigious and practical alternative to university degrees. In the UK alone, in the 2023/24 academic year, approximately 389,600 apprenticeships started in England, with 31.5% (around 106,000) undertaken by individuals under the age of 19. Apprenticeships are increasingly becoming the popular choice for those looking to enter the workforce.

For accounting, programmes like the Level 7 Accountancy Apprenticeship offer trainees the chance to earn while they learn, gain hands-on experience, and achieve qualifications like the ACA, ACCA, or CTA.

A changing accountancy landscape

Like in many sectors, today’s accountancy profession is being reshaped by digital transformation. Artificial intelligence and the growing importance of sustainability show that, for today’s aspiring accountants, adaptability is now as important as technical competence. Trainees today must be equipped with the skills to meet the demands of our changing industry.

So what does this mean for us at Shaw Gibbs?

A modern path to success

From cloud-based accounting systems to robotic process automation (RPA), technology is streamlining workflows and enabling accountants to focus on strategic tasks. Through apprenticeships, our trainees work with digital tools like Xero and QuickBooks, gaining proficiency in managing automated systems and interpreting data analytics. This practical experience ensures they are ready for our tech-heavy future.

Leveraging AI

With the advent of AI, this tech-heavy future is right at our doorstep. Today, AI is reshaping accounting by driving predictive insights, fraud detection, and real-time reporting. While AI can take over repetitive tasks, professionals are still a crucial part of the process. They are needed to interpret insights and apply them.

At Shaw Gibbs, we are actively exploring how AI can best support efficiencies within our operations. Our prevailing ethos to provide an expert and innovative service – means that we’re not willing to be left behind. From streamlining internal processes to enhancing client services, we are harnessing AI to drive smarter decision-making and optimise workflows, ensuring greater value for our clients.

What does this mean for them and us?

Alongside learning at the highest industry standard and becoming familiar with the latest technology, our apprentices now learn to evaluate AI-generated data and provide actionable advice, combining human expertise with technological know-how. We are equipping our workforce for the future, not just today.

For us, our apprentices bring fresh perspectives and energy into our organisation, learn within our culture and align with our strategic goals. In 2024, our apprenticeship programme grew by 250% and we continue to be committed to the growth of this part of our business.

In an era defined by transformation, apprenticeships are not just an option, they’re a necessity.

Let’s continue the conversation…

If you’re an apprentice, employer, or advocate for skills development in the accounting profession, I’d love to hear your thoughts. How do you see apprenticeships shaping the future of accountancy?

Taking the first step in your new career can be daunting, but the process of getting there doesn’t have to be! 

Our Talent Acquisition team sees many new trainees taking the first step into their future. As we are with them through every step, we have a few tips on how to make the most of your application process, from the start of writing your CV to the end of that final interview.

Typically, here at Shaw Gibbs, the hiring process follows a rough uniformity. The candidate will apply to our trainee roles via our website which will require them to submit a CV.

Following the success of this initial stage, trainees may need to complete an assessment before meeting for a final face-to-face interview. Following this outline, it may seem logical that our tips begin at the CV stage, however, the recruitment process for you as a candidate should start before you come to write your CV.

It may sound obvious to say, but preparation is key!

It may sound obvious but preparation is key! Make sure you have researched Shaw Gibbs, why do you want to work here specifically? This is not just about what you can offer the firm but also what the firm can offer you. Make sure you are also aware of the career pathways and qualifications necessary for the profession you are looking to join.

For example, if you are looking for an accountancy-based role, ensure you know what the AAT and ACCA training routes look like and how they may apply to you. No one expects you to have it all figured out straight away and you don’t need to know for certain where your career path leads, but being aware of your options shows that you are invested in your future career. The level of investment you display will make a firm more likely to want to invest in you. 

Once you’ve decided on the trainee role that best suits you, it’s time to apply.

Once you’ve decided on the trainee role that best suits you, it’s time to apply. The initial part of the recruitment process is largely centred around your CV — your passport to the rest of the process.

It is easy to forget that when CVs are sent, they are loaded onto specific recruitment systems. These systems can sometimes struggle to format jazzier-looking CVs.

Our advice? Keep it simple and clear.

When noting your experience on your CV, honesty is always the best policy.

Please do tell us the specific qualifications and grades you have achieved and where you achieved them, this includes degrees, A-levels, BTECs, GCSEs and other certificates that may be relevant to the role you are applying for.

You don’t have to tell us all of your GCSE results, but the core subjects of Maths, English and Science should be on your CV.

You’ve made it to interview… now what?

Remind yourself of your research into the company, what role you are applying for, and why you have applied. It sounds simple, but many people struggle to articulate their motivations for applying.

This can make them appear unprepared and disorganised.

Making notes is perfectly acceptable and shows that you have put time and effort into preparing for an interview, feel free to refer to any pre-written notes during the interview. Saying “May I please refer to my notes?” and adding to your notes during the interview shows that you are engaged and interested to learn more.

Don’t let technology get in the way of your success.

You’re through to the initial online interview. Your choice of equipment is important. Take the time to test the audio quality — we need to be able to hear you. Be mindful of your camera position, quiet background and connection.

Rest assured: we’re rooting for you!

Interviewing takes time and we think you are worthy of that time! Good interviewers will be sensitive to any nerves you may have; we don’t want you to feel uncomfortable or intimidated, we are rooting for you! 

National Apprenticeship Week 2025 is the perfect time to celebrate the opportunity of an accountancy apprenticeship. Whether you’re a school leaver, career changer, or looking for a university alternative, an apprenticeship provides a structured and rewarding path into the profession. Here’s why we at Shaw Gibbs think it’s a fantastic option:

Earn While You Learn

One of the biggest advantages of an accountancy apprenticeship is the ability to earn a salary while studying, without accumulating student debt. Unlike university courses, which often come with high tuition costs, an apprenticeship allows you to gain financial security from your very first day.

Gain a Professional Qualification

An accountancy apprenticeship provides access to internationally recognised qualifications, such as AAT, ACCA, ACA, ATT, and CTA. These qualifications build the foundation for a long-term career in finance and accountancy, ensuring you have the right skills and knowledge to progress in your career.

Build a Future in Accountancy

Accountancy is a varied profession. An apprenticeship allows you to develop expertise in areas that align with your interests and strengths while gaining hands-on experience.

Gain Real-World Accounting Experience

From day one, our apprentices work with real clients, solving financial challenges and applying their learning in practical scenarios. This hands-on approach ensures that apprentices develop both technical expertise and essential professional skills.

Why Choose an Apprenticeship in Accounting with Shaw Gibbs?

At Shaw Gibbs we are committed to investing in our apprentices because they are the future of our firm. Our apprenticeship programme stands out due to:

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