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.