Maternity leave and pay: your entitlement explained

Most people know they get maternity leave. Fewer know exactly how much, how the pay works, or what they have to tell their employer and by when.

How much leave you get

Your total maternity leave entitlement is 52 weeks: 26 weeks of Ordinary Maternity LeaveThe first 26 weeks of the 52-week maternity leave entitlement, running immediately into Additional Maternity Leave if you take the full 52 weeks., followed immediately by 26 weeks of Additional Maternity LeaveThe second 26 weeks of the 52-week maternity leave entitlement, following on from Ordinary Maternity Leave. Your right to return to your exact previous job applies only during Ordinary Maternity Leave.... This is a day-one right, so how long you’ve worked for your employer or how many hours you do makes no difference.

Taking all 52 weeks isn’t compulsory, but taking at least 2 weeks off after the birth is (4 weeks if you work in a factory).

How much you’re paid

Statutory Maternity PayThe minimum amount your employer is legally required to pay you while you're on maternity leave, if you meet the qualifying conditions, mainly around length of service and earnings. It's separate from... (SMP) runs for up to 39 of your 52 weeks. The first 6 weeks are paid at 90% of your average weekly earningsThe average amount you earn per week, usually calculated over a reference period before your absence started. It's used to work out how much Statutory Sick Pay, maternity pay, or other statutory payme..., with no upper limit. The remaining 33 weeks are paid at whichever is lower: the government’s flat weekly rate, or 90% of your average weekly earnings. From 6 April 2026 that flat rate is £194.32 a week.

To qualify for SMP you need at least 26 weeks’ continuous employment with your employer by the end of the qualifying weekThe reference point used to test eligibility for statutory family pay. For maternity and paternity pay, it's the 15th week before your expected week of childbirth. For adoption pay, it's the week you'..., the 15th week before your expected week of childbirth, and average weekly earnings above the Lower Earnings LimitThe minimum weekly earnings threshold that used to decide whether you qualified for Statutory Sick Pay at all. It was removed from 6 April 2026, so your earnings no longer affect whether you qualify, ....

The last 13 weeks of your 52-week leave are unpaid, whether you’re on SMP or Maternity Allowance.

Notice you have to give your employer

By the end of the 15th week before your expected week of childbirth, tell your employer three things: that you’re pregnant, when your baby is due, and when you want your maternity leave to start. Your employer can ask for this in writing and can ask for a MATB1 certificate from your midwife or doctor as proof.

Keeping in touch during your leave

You can work up to 10 Keeping in Touch (KIT) days during your maternity leave without it ending your leave or your pay. Working a KIT day is optional on both sides: your employer can’t force one on you, and you can’t insist on one if your employer doesn’t agree. You’re paid your normal rate for any KIT day you work, on top of your maternity pay for that week (your employer can offset the two rather than paying both in full, so check how your employer’s policy handles this).

Coming back to work

If you return after Ordinary Maternity Leave alone (the first 26 weeks), you’re entitled to come back to exactly the same job. If you return after taking some or all of your Additional Maternity Leave too, you’re entitled to the same job, or if that’s not reasonably practicable, a similar job on no less favourable terms.

If you’re made redundant while you’re on leave

You have a stronger right than most employees during maternity leave: if your role is genuinely redundant, your employer must offer you any suitable alternative vacancyA suitable alternative vacancy is a genuinely comparable role your employer must offer you before making you redundant, if one exists. If you're on maternity, adoption, shared parental, neonatal care,... outright, not just a chance to apply and compete for it alongside everyone else. See our guide on redundancy and family leave for the full detail, including what counts as a genuine vacancy.

If you’re treated unfairly because of pregnancy or maternity

It’s unlawful to dismiss, demote, or otherwise disadvantage you because you’re pregnant or on maternity leave, and in some situations that doesn’t even need a comparison to how a non-pregnant colleague was treated. See our guide on pregnancy and maternity discrimination if you think this applies to you.

If your maternity pay or leave doesn’t add up after checking all this, you can book a call to talk it through.