If you're pregnant and employed in the UK, you're entitled to up to 52 weeks of maternity leave — regardless of how long you've been with your employer or how many hours you work. Pay during that leave is a different matter, and that's where the details matter.
Statutory Maternity Pay (SMP)
SMP is paid by your employer for up to 39 weeks. To qualify, you must have been continuously employed by the same employer for at least 26 weeks by the 15th week before your due date, and earn at least £123 per week on average (the Lower Earnings Limit for 2025/26).
The payment structure is split into two parts:
First 6 weeks: 90% of your average weekly earnings (no cap).
Remaining 33 weeks: £184.03 per week or 90% of average weekly earnings, whichever is lower.
The final 13 weeks of your 52-week leave entitlement are unpaid. Many women return to work before using all 52 weeks, but having the option to take the full year provides flexibility.
Maternity Allowance
If you don't qualify for SMP — perhaps because you haven't been with your employer long enough, you're self-employed, or you've recently changed jobs — you may qualify for Maternity Allowance (MA) instead. This is paid by the government rather than your employer.
To qualify, you need to have been employed or self-employed for at least 26 weeks in the 66 weeks before your due date, and earned at least £30 per week in at least 13 of those weeks.
MA pays up to £184.03 per week for 39 weeks (or 90% of average earnings if less). You claim it from Jobcentre Plus, and applications can be submitted from week 26 of pregnancy.
Enhanced maternity pay
Many employers offer more generous maternity pay than the statutory minimum. Enhanced packages vary enormously — some offer full pay for 3-6 months, others top up SMP to 90% for a longer period. Check your employment contract or staff handbook for details.
If your employer offers enhanced maternity pay, clarify whether it's subject to clawback — some employers require you to return to work for a minimum period after maternity leave, or you have to repay some or all of the enhanced pay. Understand these terms before your leave starts.
When to tell your employer
You must tell your employer you're pregnant at least 15 weeks before your due date (by the end of the "qualifying week"). In practice, most women tell their employer earlier, but legally this is the deadline. You need to confirm your due date, when you want your maternity leave to start, and whether you want SMP.
Your employer must respond within 28 days, confirming your leave end date. They cannot change this date unless you change your return date.
Your rights during pregnancy and maternity leave
UK law provides strong protections for pregnant employees and those on maternity leave:
Paid time off for antenatal appointments — you're entitled to reasonable paid time off for all antenatal care recommended by your doctor or midwife, including classes.
Health and safety protection — your employer must assess workplace risks for pregnant employees and make adjustments. If a risk can't be removed, they must offer suitable alternative work or suspend you on full pay.
Protection from unfair treatment — dismissing someone because of pregnancy or maternity is automatically unfair. Making someone redundant because they're pregnant or on maternity leave is unlawful. Your terms and conditions (except pay) continue during maternity leave.
Right to return — after ordinary maternity leave (first 26 weeks), you're entitled to return to exactly the same job. After additional maternity leave (weeks 27-52), you're entitled to the same job or a suitable alternative on terms no less favourable.
Shared Parental Leave
If you want to share your leave with your partner, Shared Parental Leave (SPL) allows you to do this. You can end your maternity leave early and share the remaining balance with your partner. The total amount of leave and pay available doesn't increase — you're dividing up to 50 weeks of leave and 37 weeks of pay between you.
SPL can be taken in blocks rather than all at once, so parents can alternate periods of leave. Uptake has been low since its introduction, partly due to complexity and partly because many employers don't enhance Shared Parental Pay to match their maternity pay.
Keeping in Touch days
You can work up to 10 Keeping in Touch (KIT) days during your maternity leave without ending your leave or losing SMP. These are voluntary — neither you nor your employer can insist on them. They're useful for attending meetings, training, or gradually easing back in. Payment for KIT days is agreed between you and your employer; there's no statutory rate beyond your SMP for that day.
Planning your finances
The drop from full pay to SMP (and then potentially no pay) is significant. Planning ahead makes the transition smoother. Build savings before your leave starts if possible, review your household budget to understand the minimum you need, check whether you're entitled to any additional benefits during your leave, and confirm your employer's policy on pay during annual leave — you continue to accrue holiday during maternity leave, which you can take before or after your return.