In the UK, eligible employees are entitled to up to 52 weeks of maternity leave (39 weeks paid) regardless of how long they have worked for their employer. Statutory Maternity Pay (SMP) is 90% of average earnings for the first 6 weeks, then the lower of £184.03 per week or 90% of earnings for the remaining 33 weeks. You are protected from unfair dismissal from the moment you tell your employer you are pregnant.
All employed pregnant people in the UK are entitled to 52 weeks of maternity leave, regardless of how long they have worked for their employer, how many hours they work, or how much they earn. This is a day-one right.
Maternity leave is divided into two parts: Ordinary Maternity Leave (the first 26 weeks) and Additional Maternity Leave (the second 26 weeks). You do not have to take all 52 weeks, but you must take a minimum of 2 weeks after the birth (4 weeks if you work in a factory).
The earliest you can start maternity leave is 11 weeks before your due date. Many people choose to work until closer to their due date, but your employer must start your maternity leave automatically if you are off work with a pregnancy-related illness in the 4 weeks before your due date.
To qualify for SMP, you must have worked for your employer for at least 26 weeks by the end of the 15th week before your due date, and earn at least £123 per week on average (the Lower Earnings Limit for 2025-26).
SMP is paid for up to 39 weeks:
Weeks 1 to 6: 90% of your average weekly earnings (before tax), with no cap.
Weeks 7 to 39: The lower of £184.03 per week or 90% of your average weekly earnings.
Weeks 40 to 52: Unpaid (if you choose to take Additional Maternity Leave).
Some employers offer enhanced maternity pay above the statutory minimum. Check your employment contract or staff handbook for your employer''s maternity policy.
If you do not qualify for SMP (for example, if you are self-employed, have recently changed jobs, or have not worked long enough), you may be eligible for Maternity Allowance (MA) from the government.
To qualify, you must have been employed or self-employed for at least 26 weeks in the 66 weeks before your due date, and have earned at least £30 per week in at least 13 of those weeks.
MA is paid at the lower of £184.03 per week or 90% of your average weekly earnings, for up to 39 weeks. You apply through the Department for Work and Pensions (DWP) or Jobcentre Plus.
From the moment you tell your employer you are pregnant, you are protected by law. Key protections include:
Protection from dismissal. It is automatically unfair to dismiss someone because they are pregnant, have given birth, or are on maternity leave. This protection extends for 18 months after the birth (the Pregnancy and Maternity Protection Period). Under the new Neonatal Care (Leave and Pay) Act, additional protections apply if your baby requires neonatal care.
Risk assessment. Your employer must carry out a risk assessment of your workplace once they know you are pregnant. If risks are identified (such as heavy lifting, exposure to chemicals, or standing for long periods), they must take steps to remove the risk, offer alternative work, or suspend you on full pay.
Time off for antenatal appointments. You have the right to paid time off for all antenatal appointments recommended by your midwife or GP. This includes scans, blood tests, and antenatal classes if recommended by a healthcare professional. Your employer can ask to see your appointment card but cannot refuse the time off.
Keeping in touch (KIT) days. You can work up to 10 KIT days during maternity leave without it ending your leave or affecting your SMP. These are optional and must be agreed between you and your employer.
If you want to share your leave with your partner, Shared Parental Leave allows you to convert some of your maternity leave into shared leave that either parent can take. You can take leave at the same time as your partner or in alternating blocks.
To be eligible, you must have been employed for at least 26 weeks by the 15th week before the due date, and your partner must have worked for at least 26 weeks in the 66 weeks before the due date with earnings of at least £30 per week.
Shared Parental Pay (ShPP) is paid at £184.03 per week or 90% of earnings, whichever is lower, for up to 37 weeks (the remaining paid weeks after the first 2 weeks of maternity leave).
Partners (including same-sex partners and adoptive parents) are entitled to up to 2 weeks of paternity leave, paid at £184.03 per week or 90% of average earnings (whichever is lower). This must be taken within 56 days of the birth and can be taken as 1 week, 2 separate weeks, or 2 consecutive weeks.
To qualify, the partner must have been employed for at least 26 weeks by the 15th week before the due date.
You must tell your employer you are pregnant at least 15 weeks before your due date. This means informing them by the time you are around 25 weeks pregnant. Many people choose to tell their employer earlier, particularly if they need adjustments at work or time off for appointments.
Your employer must confirm your maternity leave dates in writing within 28 days of receiving your notification. They will need a MAT B1 certificate from your midwife or GP, which is issued from 20 weeks of pregnancy.
If you return to work before the end of your full 52 weeks, you must give your employer at least 8 weeks'' notice. If you return during the first 26 weeks, you have the right to return to the same job. If you return during the Additional Maternity Leave period (weeks 27 to 52), you have the right to return to the same job or a similar one on equivalent terms.
You also have the right to request flexible working from day one of employment. Your employer must consider your request and can only refuse it for specific business reasons.
Up to 52 weeks (39 paid, 13 unpaid). This is a day-one right for all employed pregnant people regardless of how long they have worked for their employer.
90% of average earnings for the first 6 weeks, then the lower of £184.03 per week or 90% of earnings for weeks 7 to 39. Weeks 40 to 52 are unpaid.
Legally, by the 15th week before your due date (around 25 weeks pregnant). Many people tell their employer earlier, particularly if they need workplace adjustments.
No. It is automatically unfair to dismiss someone because of pregnancy, childbirth, or maternity leave. This protection extends for 18 months after the birth.
A scheme that allows you to convert some of your maternity leave into shared leave that either parent can take, in alternating or simultaneous blocks. Both parents must meet eligibility criteria.
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