Maternity and Paternity Pay: What You Are Entitled To

If you're expecting a baby and wondering what statutory maternity or paternity pay you're entitled to, here's the short answer: you'll likely get statutory payment for at least 2–52 weeks, depending on which parent you are and whether you meet the eligibility criteria. This guide walks through the entitlements, how much you'll receive, and how to plan your finances around the income changes.

Statutory Maternity Pay Explained

Statutory Maternity Pay (SMP) is the payment you receive from your employer while on maternity leave. It's not automatic — you need to qualify and claim it — but if you meet the criteria, you're legally entitled to it.

Here's how SMP works: You get 90% of your average weekly earnings (uncapped) for the first 6 weeks. After that, you get a flat weekly rate (currently £184.03 per week, though check Gov.uk for the latest figure) for up to 33 weeks. That's a total of 39 weeks paid, followed by 13 weeks unpaid leave if you want to take it — making up the full 52-week statutory maternity leave entitlement.

In practice, most mothers take the 52-week entitlement. The first 6 weeks are the best-paid bit. After that, the flat rate kicks in. Many employers offer enhanced maternity pay (sometimes 100% salary for longer, or topped-up rates), so check your employment contract — it could be significantly better than the statutory minimum.

Statutory Paternity Pay Explained

Partners — whether that's the mother's spouse, civil partner, or same-sex partner — get statutory paternity pay. It's much shorter than maternity leave: 2 weeks at the statutory rate (currently £184.03 per week). You take this as a single block or two separate weeks (you must decide when you give notice).

Shared Parental Leave opens up a third option: either parent can take up to 52 weeks of parental leave, and if you both qualify, you can split that time how you like. The pay isn't continuous — SPL is mostly unpaid — but it does give families flexibility to share the earning and caring duties.

Am I Eligible for Maternity or Paternity Pay?

You need to meet four criteria for statutory maternity pay:

Employed. You must be an employee (not self-employed or a director). You need to have been employed by the same employer for at least 26 weeks before the "qualifying week" (the 15th week before your due date).
Earnings threshold. Your average weekly earnings must be at least £123 per week (the National Insurance threshold). If you earn less, you might still get Maternity Allowance from the Department for Work and Pensions instead.
Notice. You must give your employer 28 days' notice of your due date and when you want to start leave.
Continuity. You can't have broken your employment contract. If you've been on continuous leave (sick, annual, maternity-related), it still counts toward your qualifying period.

For paternity pay, you need to:

Be an employee or the child's biological father
Have worked for the same employer for at least 26 weeks
Earn at least £123 per week on average
Give your employer 28 days' notice

How Much Will You Get, and for How Long?

Maternity pay breakdown:

Weeks 1–6: 90% of your average weekly earnings (no upper limit)
Weeks 7–39: £184.03 per week (current 2026 rate — increases annually in April)
Weeks 40–52: Unpaid

Example: On a £35,000 annual salary, your average weekly earnings are roughly £673. You'd get:

Weeks 1–6: £605.70/week = £3,634
Weeks 7–39: £184.03/week × 33 weeks = £6,073
Total paid: £9,707 over 39 weeks

That's a significant drop from your usual salary — something to plan for when preparing your finances for maternity leave.

Paternity pay:

2 weeks at £184.03/week = £368 total (2026 rate)

That's the statutory minimum. Fathers and partners should absolutely check their employment contract for enhanced paternity pay — some employers offer much more.

Enhanced Maternity and Paternity Pay

Many UK employers offer better than statutory. You might get:

Full salary for 3–6 months (especially in professional sectors)
90% salary for a longer period
Phased return options (part-time for a few weeks before full-time)

Your contract, staff handbook, or HR department will tell you. If you're self-employed, you get nothing — which is why many self-employed parents build a savings buffer and take unpaid leave.

Shared Parental Leave is another option if both parents work: you can take up to 52 weeks between you, with both partners able to take statutory leave and (in some cases) share enhanced pay if your employer offers it.

How to Claim Your Entitlements

Notify your employer. Give at least 28 days' notice of your due date and when you want to start maternity or paternity leave. This is a legal requirement.
Provide a maternity certificate (MATB1). Your midwife or GP gives you this around week 20 of pregnancy. Hand it to your employer.
Check your contract. Ask HR about enhanced pay, phased returns, and any other family benefits.
Confirm payment dates. Your employer should tell you when SMP payments will arrive (usually with your salary, sometimes as a separate payment).
Claim Maternity Allowance separately if needed. If you don't qualify for SMP (self-employed, new to your job, earn under £123/week), apply to your local Jobcentre Plus.

Budgeting for the Income Drop

Most families see a significant income reduction during maternity and paternity leave. Even with statutory pay, you might drop from £3,000/month to £1,500/month or less. Build a buffer before your due date: aim for 3–6 months of expenses in a separate savings account.

This is especially critical if you're planning to use unpaid leave (weeks 40–52 of maternity leave, or extended paternity leave). Some families also use childcare costs savings — the government's tax-free childcare and childcare vouchers can offset nursery costs when you return to work.

Budgeting for childcare costs in your area is worth doing now: if you're planning to return after maternity leave, childcare is often the second-biggest cost after mortgage or rent.

Use our baby budget planner to break down first-year costs and identify where you can be flexible (rent/mortgage is fixed; car seat is mandatory; fancy stroller is not).

Frequently Asked Questions

Can I get maternity pay if I'm on a zero-hours contract? Yes, if you've worked for the same employer for at least 26 weeks and meet the earnings threshold. Your "employer" must be a consistent entity — one-off gigs don't count, but repeated work with the same company does.

What if I'm moving jobs during pregnancy? Maternity pay is tied to your employer. If you've only been with your new employer for a few weeks when baby arrives, you might not qualify for SMP from them. You may qualify for Maternity Allowance instead. Talk to HMRC before you hand in notice.

Can my partner take paternity leave if he's self-employed? No. Statutory paternity pay only goes to employees. If your partner is self-employed, he can take unpaid time off (subject to his business needs), but there's no statutory payment. Many self-employed parents plan their workload around baby's arrival instead.

Do I have to take all 52 weeks? No. You can take any amount of leave, but your job is only protected for the first 26 weeks. After that, your employer doesn't legally have to hold your job open (though many do). Check your employee rights and your employment contract.

What about bonuses or overtime — does it count toward my average earnings? Yes. Your "average weekly earnings" includes all earnings over the 8–12 week period your employer uses to calculate it. If you normally get a bonus, it should count. Check with your payroll or HR department.

Can I work while on maternity leave? There are rules: you can do "Keeping in Touch" (KIT) days — up to 10 unpaid workdays during maternity leave without losing your statutory pay. Anything beyond that and you'll lose SMP for that week. Talk to your employer about whether they allow this.

What if my employer doesn't pay SMP? Report them to HMRC. You're legally entitled to SMP if you qualify. If your employer refuses or doesn't have the funds, you can claim statutory maternity pay directly from the government.

Plan for Parental Leave With Confidence

Maternity and paternity pay are rights, not perks. If you meet the criteria, you're entitled to them — and you should budget for the drop in income. Use our due date calculator to work backward and set a savings goal, then track progress on your fertility or savings dashboard.

Many families also find it helpful to map out childcare options and costs early: understanding what nursery or childminder fees will be when you return to work changes how you'll use your parental leave months. If you're considering shared parental leave, the financial planning gets more complex — talk to both employers early to understand which pay benefits apply.

The bottom line: you're entitled to statutory maternity pay, paternity pay, or shared parental leave (depending on your circumstances), and that entitlement is protected by law. Plan for the income change, know your rights, and claim what's due to you.