Having a baby brings joy — and financial change. Understanding your maternity pay and leave rights ensures you can plan ahead and make the most of the support available to you.
Maternity Leave
All employed women are entitled to up to 52 weeks of maternity leave, regardless of how long they have worked for their employer:
| Period | Duration | Detail |
|---|---|---|
| Ordinary Maternity Leave | First 26 weeks | Basic entitlement |
| Additional Maternity Leave | Next 26 weeks | Extended entitlement |
| Total | 52 weeks | 39 weeks paid + 13 weeks unpaid |
You can start maternity leave any time from 11 weeks before your due date.
Statutory Maternity Pay (SMP)
Eligibility
| Requirement | Detail |
|---|---|
| Employment | Worked for same employer for 26+ weeks by the 15th week before due date |
| Earnings | Average at least £123/week (Lower Earnings Limit) |
| Notice | Must give employer 28 days’ notice (or as soon as practical) |
| Evidence | MATB1 form from doctor or midwife (issued from 20 weeks) |
SMP Rates (2025/26)
| Period | Rate |
|---|---|
| Weeks 1–6 | 90% of average weekly earnings (no cap) |
| Weeks 7–39 | £187.18/week or 90% of earnings (whichever is lower) |
| Weeks 40–52 | Unpaid |
SMP Example: £30,000 Salary
| Period | Weekly Pay | Monthly Equivalent |
|---|---|---|
| Weeks 1–6 | £519.23 (90% of £576.92) | £2,250 |
| Weeks 7–39 | £187.18 | £811 |
| Weeks 40–52 | £0 | £0 |
| Total SMP received | — | ~£9,279 |
Enhanced Maternity Pay
Some employers offer enhanced maternity pay above the statutory minimum. Check your contract or employee handbook. Common enhancements include:
- Full pay for the first 6–26 weeks
- Topped-up SMP for part of the leave
- A return-to-work bonus
Maternity Allowance
If you do not qualify for SMP, you may qualify for Maternity Allowance:
| Eligibility | Detail |
|---|---|
| Employed (but not qualifying for SMP) | 26 weeks worked in the 66 weeks before due date |
| Self-employed | Registered as self-employed for 26 of the 66 weeks before due date |
| Earnings | Earned at least £30/week in 13 of those weeks |
| Duration | 39 weeks |
| Rate | £187.18/week or 90% of earnings (whichever is less) |
Apply through Jobcentre Plus.
Financial Planning for Maternity
Budget for Reduced Income
| Month | Before Baby (£30k salary) | During SMP (Weeks 7-39) | Difference |
|---|---|---|---|
| Monthly take-home | £1,980 | £811 | -£1,169 |
Preparation Checklist
| Action | When | Detail |
|---|---|---|
| Check maternity policy | Early pregnancy | Enhanced pay available? |
| Review household budget | 3–6 months before due date | Identify essential vs non-essential spending |
| Build an emergency fund | As early as possible | Cover the income gap |
| Check benefit eligibility | 6 months before | Universal Credit, Child Benefit, Tax-Free Childcare |
| Review insurance | Before leave | Life insurance, income protection |
| Plan return to work | During leave | Childcare costs, flexible working request |
Your Rights at Work
| Right | Detail |
|---|---|
| Cannot be dismissed for pregnancy-related reasons | |
| Time off for antenatal | Paid time off for appointments |
| Risk assessment | Employer must assess workplace risks |
| Return to same job | After Ordinary Maternity Leave (26 weeks) |
| Return to suitable job | After Additional Maternity Leave (if same job not available) |
| Accrued holiday | Holiday continues to accrue during leave |
| KIT days | Up to 10 Keeping in Touch days (paid, optional) |
Shared Parental Leave
You can convert maternity leave into Shared Parental Leave, allowing your partner to share the time off:
| Feature | Detail |
|---|---|
| Total shared leave | Up to 50 weeks (after mandatory 2 weeks maternity) |
| Shared pay | Up to 37 weeks of ShPP at £187.18/week |
| Flexibility | Can be taken in blocks, concurrently, or alternately |
| Eligibility | Both parents must meet employment and earnings tests |
See our paternity pay guide for the partner’s entitlements.
Benefits After Baby
| Benefit | Amount | Who Qualifies |
|---|---|---|
| Child Benefit | £26.05/week (first child) | All families (income-based charge if >£60,000) |
| Tax-Free Childcare | Up to £2,000/year per child | Working parents |
| Free childcare hours | 15–30 hours/week (age 9 months+) | Working parents meeting criteria |
| Universal Credit | Varies | Lower-income families |
| Sure Start Maternity Grant | £500 (one-off) | First child, on qualifying benefits |
Planning Your Finances for Maternity Leave: A Practical Guide
The income drop during maternity leave catches many families unprepared. Here’s how to plan effectively:
Step 1: Calculate Your SMP Income
On a £30,000 salary:
- Weeks 1–6: 90% of £576.92/week = £519.23/week (about £2,250/month)
- Weeks 7–39: £187.18/week (about £811/month)
- Weeks 40–52: £0
The drop at week 7 is the biggest shock. Your income falls by about 64% compared to your normal pay — from £2,250/month to £811/month in this example. Build a savings buffer specifically for weeks 7–39 if at all possible.
Step 2: Check Your Employer’s Policy
Before calculating anything based on SMP, check your employee handbook or contract. Many employers — particularly in the public sector, large corporates, and NHS — offer enhanced maternity pay:
| Common Enhancement | Example |
|---|---|
| 6 weeks at full pay + 33 weeks SMP | NHS AfC |
| 3 months full pay + 3 months half pay + SMP | Some large employers |
| 26 weeks full pay | Some financial/tech firms |
| 12 weeks full pay + SMP | Many mid-size employers |
If your employer offers enhanced pay, there is often a return-to-work condition attached: you may need to return for a minimum period (typically 3–6 months) or repay some or all of the enhanced pay. Read your policy carefully before making return-to-work decisions.
Step 3: Claim All Your Benefits
During maternity leave, you may be entitled to benefits you weren’t eligible for before:
| Benefit | When to Claim | Notes |
|---|---|---|
| Child Benefit | After birth | All families; higher earner HICBC applies above £60k |
| Tax-Free Childcare | From 9 months | 25% top-up on childcare costs up to £2,000/year |
| Free childcare hours | From 9 months | Up to 30 hours/week, saving £1,000–£2,000/month on nursery |
| Sure Start Maternity Grant | Before/after birth | £500 one-off; only for first child, only if on qualifying benefits |
| Universal Credit | During leave if income drops sufficiently | Income-based; low SMP income may qualify |
| Healthy Start vouchers | During pregnancy | For those on qualifying benefits |
Step 4: Review Your Pension
During maternity leave, employer pension contributions generally continue during paid leave (SMP period). However, your own contributions are usually calculated as a percentage of what you’re actually being paid — so your pot grows more slowly. This is unavoidable, but worth noting when reviewing pension projections.
If you’re on unpaid leave (weeks 40–52), your employer has no obligation to contribute. You can make voluntary contributions if you want to maintain the contribution level.
Your Rights on Returning to Work
After maternity leave, you have specific legal rights:
- After Ordinary Maternity Leave (up to 26 weeks): Right to return to the same job with the same terms and conditions
- After Additional Maternity Leave (27–52 weeks): Right to return to the same or a suitable equivalent job if the same job is not reasonably practicable
- Flexible working: You have the right to request flexible working from day one of employment (as of April 2024). Your employer must consider the request seriously
- Redundancy during maternity leave: If your role is made redundant, you must be offered any suitable alternative vacancy before other employees at risk
If you feel you’ve been treated unfairly because of your pregnancy or maternity leave, this is likely pregnancy discrimination — which is unlawful. Contact ACAS or an employment solicitor.
Related Guides
- Paternity Pay Guide — partner’s entitlements
- Child Benefit Guide — claiming after the baby arrives
- Tax-Free Childcare Guide — 25% government top-up on nursery costs
- Shared Parental Leave Guide — splitting leave with your partner
- Universal Credit Calculator — check if reduced income means you qualify