UK Maternity Leave and Pay Explained

Maternity leave vs maternity pay

In the UK, maternity leave and maternity pay are related but not the same thing. You may be entitled to up to 52 weeks of maternity leave, but statutory maternity pay (SMP) is only paid for up to 39 weeks — and only if you qualify.

Many women in their late twenties and thirties are balancing career progression with starting a family. Understanding the difference early helps you plan savings, negotiate with your employer and avoid surprises on your first payslip after leave begins.

How long is maternity leave in the UK?

Eligible employees can take up to 52 weeks of maternity leave: 26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave. You do not have to take the full year, but you must take at least two weeks after the birth (four weeks if you work in a factory).

Your employer cannot make you return early. You choose your start date, usually from 11 weeks before the expected week of childbirth, unless the baby arrives early.

Who qualifies for statutory maternity pay (SMP)?

To receive SMP from your employer, you generally need to have worked for them continuously for at least 26 weeks by the end of the 15th week before your baby is due (the qualifying week). You also need to earn at least the lower earnings limit on average — check GOV.UK for the current threshold.

If you do not qualify for SMP, you may be able to claim Maternity Allowance from Jobcentre Plus instead. Self-employed mothers and some agency workers follow different rules.

How SMP is calculated

SMP is paid for up to 39 weeks. For the first 6 weeks, you receive 90% of your average weekly earnings (before tax). For the remaining 33 weeks, you receive the lower of 90% of average weekly earnings or the statutory weekly rate (around £187.18 for 2025/26 — rates change each April).

SMP is taxed through PAYE like normal salary. National Insurance and pension contributions may still apply depending on your scheme. Your take-home pay during leave is often much lower than before — plan for that gap.

Enhanced maternity pay from your employer

Some employers offer occupational maternity pay above the statutory minimum — for example full pay for 12 weeks then SMP, or a percentage of salary for longer. Check your contract and HR handbook before you rely on statutory rates alone.

Enhanced schemes may require you to return to work for a set period or repay some pay if you leave early. Read the terms carefully before you make decisions about returning or changing jobs.

Budgeting before and during maternity leave

List your essential monthly costs — rent or mortgage, council tax, utilities, food, transport, insurance and minimum debt payments. Compare that total to your expected SMP (and any partner income) month by month.

Build or top up an emergency fund before leave if you can. Even one to three months of essentials reduces stress when nursery deposits or unexpected costs appear. Our Emergency Fund Calculator can help you set a target.

Shared parental leave — an option for couples

Shared Parental Leave (SPL) lets eligible parents share up to 50 weeks of leave and up to 37 weeks of pay between them. Some couples use SPL so the mother returns to work earlier while her partner takes extended leave — useful if she is the higher earner or wants to protect career momentum.

SPL is flexible but the rules are detailed. Both parents must meet eligibility criteria and give proper notice to employers. GOV.UK has the official guidance.

Returning to work: pay, childcare and tax

When you return, your salary may return to normal but childcare costs can absorb a large share of take-home pay — especially in London and major cities. Use our Childcare Cost Calculator to model monthly nursery or childminder fees after any support.

Child Benefit is usually paid to the person responsible for the child. If you or your partner earn over £60,000, the High Income Child Benefit Charge may apply — you may need to repay some or all of it through Self Assessment.

Know your rights at work

You have the right to return to the same job (or a suitable alternative if redundancy affects your role). Discrimination because of pregnancy or maternity is unlawful. ACAS and Maternity Action offer free guidance if you face problems.

Keep copies of key emails, your MAT B1 certificate from your midwife (needed for SMP), and payslips during leave. If payroll looks wrong, query it quickly.

Estimate your maternity pay

Use our free Maternity Pay Calculator UK to estimate statutory maternity pay from your average weekly earnings and how many weeks you plan to take paid leave. Pair it with our PAYE Salary Calculator to compare take-home pay before and after you return.