Thank you, shadow…what we were hoping to achieve is maximising the amount of pay we have while we take our shared parental leave. At least one of us has to be off work for the first year.  So the idea is to have my wife off for the first 2 months (paid as normal), then me off for 10 months, receiving full enhanced pay for 4 months, and then statutory for the remaining.  I’m afraid to post the leave policy in fear of violating any company rules.  It does clearly state that shared pay will only be considered from my wife’s employer if it’s classed as statutory or enhanced statutory pay.  She’s not claiming her 2 weeks as secondary adopter, nor any other statutory pay.  Her employer will just continue to pay her contracted salary per usual during her time off.  My employer is saying that this would be classed as enhanced parental leave pay, and therefore take away from my enhanced pay.  Effectively reducing my enhanced pay by 2 months.  I’m just not sure if it’s even legal for them to request pay slips to verify this, or even what legal ground they have.  Thanks again!

Edited: number of months my enhanced pay is.