Maternity Leave UK - Entitlement, Statutory Maternity Pay and Employment Rights in 2026

Maternity leave in the UK allows eligible employees to take time away from work during pregnancy and following childbirth while retaining important employment rights.

Under UK employment law, eligible employees can take up to 52 weeks of Statutory Maternity Leave, regardless of how long they have worked for their employer.

Maternity leave is divided into Ordinary Maternity Leave and Additional Maternity Leave, with each period lasting up to 26 weeks.

Financial support during maternity leave may include Statutory Maternity Pay (SMP), Maternity Allowance or enhanced maternity benefits provided by an employer.

For working parents, homeowners, private tenants and families relocating within London, understanding maternity leave entitlements is important when planning household finances, accommodation requirements and long-term family commitments.

This guide explains UK maternity leave rules, payment rates, eligibility, notice requirements, employment protections and the relationship between maternity leave and housing affordability.

Fraser Bond supports homeowners, landlords, tenants and property investors through residential sales, lettings, property management and real estate advisory services across London and the wider UK.

What Is Maternity Leave?

Maternity leave is a period of authorised absence from employment available to eligible employees who are pregnant or have recently given birth.

Its purpose is to allow employees time to prepare for childbirth, recover following delivery and care for their newborn child.

Statutory Maternity Leave is a legal entitlement for employees in Great Britain.

It is separate from Statutory Maternity Pay, which has additional eligibility requirements.

An employee may therefore qualify for maternity leave without qualifying for statutory maternity pay.

How Long Is Maternity Leave in the UK?

Eligible employees can take up to 52 weeks of Statutory Maternity Leave.

The entitlement is divided into two periods.

Employees do not have to take the full 52 weeks.

However, they must normally take at least two weeks of leave immediately after childbirth.

For employees working in factories, the compulsory period is four weeks.

When Can Maternity Leave Start?

Statutory Maternity Leave can normally begin as early as 11 weeks before the expected week of childbirth.

Employees can choose a later start date, subject to the relevant rules.

Maternity leave may begin automatically if an employee is absent from work because of a pregnancy-related illness during the four weeks before the expected week of childbirth.

It also starts automatically if the baby is born before the planned maternity leave date.

Employees should discuss their intended leave dates with their employer in advance.

Statutory Maternity Pay Rates 2026–2027

Statutory Maternity Pay is available for up to 39 weeks to eligible employees.

The payment structure for the 2026–2027 tax year is:

Statutory Maternity Pay is subject to Income Tax and National Insurance where applicable.

The actual amount received depends on the employee's average earnings, payroll deductions and any enhanced maternity arrangements.

Who Qualifies for Statutory Maternity Pay?

To qualify for Statutory Maternity Pay in 2026–2027, employees generally must:

• Earn an average of at least £129 per week before tax.

• Have worked continuously for their employer for at least 26 weeks up to and including the qualifying week.

• Give the required notice.

• Provide evidence of pregnancy.

The qualifying week is the 15th week before the expected week of childbirth.

Employees who do not qualify for Statutory Maternity Pay may be eligible for Maternity Allowance instead.

Maternity Leave vs Maternity Pay

Maternity leave and maternity pay are separate employment entitlements.

An employee may be entitled to the full maternity leave period even if they do not qualify for statutory maternity pay.

Maternity Pay Calculation Example

Consider an employee earning £500 per week before tax.

For the first six weeks, Statutory Maternity Pay would normally be 90% of average weekly earnings.

This produces a weekly payment of £450.

For the following 33 weeks, the employee would receive £194.32 per week under the 2026–2027 standard rate.

This example assumes the employee qualifies for the full payment period and uses the 2026–2027 rates throughout.

The figures are before applicable tax and National Insurance deductions.

How to Apply for Maternity Leave

Employees should inform their employer about their pregnancy and intended maternity leave arrangements.

Normally, they must provide notice at least 15 weeks before the expected week of childbirth.

The notice should explain when the baby is due and when the employee intends to begin maternity leave.

The employer must confirm the expected maternity leave dates in writing within 28 days.

Employees who want to change their maternity leave start date should normally provide at least 28 days' notice.

What Is a MATB1 Certificate?

A MATB1 certificate is a maternity document issued by a doctor or midwife.

It confirms the expected week of childbirth.

The certificate is commonly used to support a Statutory Maternity Pay or Maternity Allowance claim.

A MATB1 certificate is normally issued no earlier than 20 weeks before the expected due date.

Employees do not need this certificate to establish their basic entitlement to maternity leave, but proof of pregnancy is required for Statutory Maternity Pay.

Maternity Leave for New Employees

Employees can qualify for Statutory Maternity Leave from the beginning of their employment.

There is no minimum length of service for maternity leave entitlement.

However, qualifying for Statutory Maternity Pay normally requires continuous employment for at least 26 weeks up to and including the qualifying week.

New employees who do not meet this requirement may still qualify for Maternity Allowance.

Maternity Leave for Part-Time Employees

Part-time employees have the same statutory maternity leave entitlement as other eligible employees.

They can take up to 52 weeks of leave regardless of their contracted working hours.

Statutory Maternity Pay depends on the employee's earnings and employment history.

Part-time workers earning below the statutory earnings threshold may not qualify for SMP.

Maternity Leave for Self-Employed Women

Self-employed individuals are generally not entitled to Statutory Maternity Leave because they do not have employee status.

They also do not normally qualify for Statutory Maternity Pay through their self-employment.

However, eligible self-employed women may qualify for Maternity Allowance.

The amount available depends on employment history and National Insurance contributions.

Maternity Allowance Rates 2026

Maternity Allowance provides financial assistance to eligible people who cannot receive Statutory Maternity Pay.

For 2026–2027, eligible claimants who are employed or have recently stopped working may receive up to £194.32 per week or 90% of average weekly earnings, whichever is lower.

Eligible self-employed claimants may receive between £27 and £194.32 per week.

Maternity Allowance can generally be paid for up to 39 weeks.

The amount depends on individual circumstances and contribution records.

Maternity Leave and Employment Rights

Employees on maternity leave retain important employment protections.

These include rights relating to annual leave, contractual benefits, pension arrangements and protection against pregnancy and maternity discrimination.

Employers must not treat an employee unfavourably because of pregnancy or maternity leave.

Employees also have statutory rights concerning their return to work.

Can You Be Dismissed While on Maternity Leave?

An employee cannot lawfully be dismissed because they are pregnant or taking maternity leave.

However, maternity leave does not provide absolute protection against dismissal for unrelated lawful reasons.

For example, a genuine redundancy situation may arise.

Employers must follow the relevant legal procedures and apply the special redundancy protections available to pregnant employees and qualifying new parents.

Maternity Leave and Redundancy

Employees on maternity leave benefit from enhanced protections in redundancy situations.

Where a suitable alternative vacancy exists and the statutory conditions are satisfied, the employee may have priority for that vacancy.

Protection can also extend beyond the maternity leave period.

Employers should carefully assess their legal obligations before making redundancy decisions involving pregnant employees or new parents.

Maternity Leave and Annual Leave

Statutory annual leave continues to accrue during maternity leave.

Employees can normally take accrued holiday before or after their maternity absence.

Annual leave and maternity leave cannot be taken at the same time.

Employees should discuss arrangements with their employer, particularly where maternity leave spans more than one holiday year.

Maternity Leave and Pension Contributions

Pension arrangements during maternity leave depend on the employment contract, pension scheme and applicable legal requirements.

During paid maternity leave, employer pension contributions may need to continue based on the employee's normal pay.

Employee contributions are generally calculated according to the relevant pension rules and actual pensionable pay.

Employees should check their scheme arrangements before beginning maternity leave.

Keeping in Touch Days During Maternity Leave

Employees may work up to 10 Keeping in Touch days during statutory maternity leave without automatically ending their leave.

These are commonly called KIT days.

They can be used for training, meetings or other agreed work activities.

Both the employer and employee must agree to the work.

Payment arrangements should also be agreed.

Returning to Work After Maternity Leave

Employees returning after Ordinary Maternity Leave generally have the right to return to the same job.

After Additional Maternity Leave, employees normally have the right to return to the same job unless that is not reasonably practicable.

Where returning to the original role is not reasonably practicable, a suitable alternative role may be required on terms that are no less favourable.

Employees intending to return earlier or later than previously agreed must normally provide at least eight weeks' notice.

Flexible Working After Maternity Leave

Employees may request flexible working arrangements after maternity leave.

Options can include reduced hours, remote working, compressed hours or adjusted working patterns.

Employees in Great Britain have a statutory right to request flexible working from the first day of employment.

However, employers are not required to approve every request.

They must handle applications according to the applicable statutory process.

Shared Parental Leave

Shared Parental Leave allows eligible parents to share certain leave arrangements following childbirth or adoption.

Eligible parents may share up to 50 weeks of leave and up to 37 weeks of statutory pay.

The amount available depends on how much maternity leave and pay has already been used.

Shared Parental Leave has separate eligibility and notice requirements.

Paternity Leave and Maternity Leave

Paternity leave and maternity leave are separate statutory entitlements.

Maternity leave is available to eligible employees who give birth.

Paternity leave is intended for qualifying partners or other eligible parents.

Both forms of leave can support families during the early stages of childcare.

The eligibility requirements and payment arrangements differ.

Maternity Leave and Universal Credit

Families receiving Statutory Maternity Pay or Maternity Allowance may also qualify for Universal Credit.

However, these payments are treated differently.

Statutory Maternity Pay is generally treated as earnings for Universal Credit purposes.

Maternity Allowance is generally deducted from Universal Credit as unearned income.

Household income, savings, housing costs and childcare circumstances can affect entitlement.

Maternity Leave and Child Benefit

Eligible parents may claim Child Benefit after the birth of a child.

Child Benefit is separate from Statutory Maternity Pay and Maternity Allowance.

A family can potentially receive both maternity-related financial support and Child Benefit.

Higher-income households should consider whether the High Income Child Benefit Charge applies.

Maternity Leave and Mortgage Payments

Maternity leave can temporarily reduce household income.

This may affect a family's ability to maintain mortgage repayments.

Homeowners should review their maternity pay entitlement, savings and expected household expenditure before beginning leave.

Where affordability concerns arise, contacting the mortgage lender early may help identify available options.

Borrowers should avoid assuming that a temporary reduction in income automatically qualifies them for mortgage payment relief.

Maternity Leave and Mortgage Applications

Mortgage lenders assess applicants' income, expenditure and ability to maintain repayments.

Being on maternity leave does not automatically prevent someone from obtaining a mortgage.

However, lenders may request information about expected return-to-work income and childcare costs.

Applicants may need to provide employment confirmation and evidence of their intended working arrangements.

Mortgage affordability assessments should reflect the household's realistic financial circumstances.

Maternity Leave and Renting a Property

Families renting privately may need to review their finances before maternity leave begins.

A reduction in employment income can affect the amount available for rent and household bills.

Tenants should assess their expected maternity payments, savings and additional childcare expenditure.

Where financial difficulties arise, early communication with the landlord or managing agent can help avoid rent arrears.

Can You Rent a Property While on Maternity Leave?

Being on maternity leave does not automatically prevent someone from renting a property.

Landlords and letting agents may assess household affordability using employment income, maternity payments and other financial resources.

Applicants may be asked to provide evidence of their employment arrangements.

Landlords and letting agents must also comply with applicable equality and housing legislation.

Pregnancy and maternity must not be used as grounds for unlawful discrimination.

Maternity Leave and Moving House

Many families consider moving home before or after the birth of a child.

Common reasons include needing additional bedrooms, outdoor space or easier access to schools and healthcare facilities.

A property that was suitable for two adults may become less practical as family requirements change.

Households should consider both immediate accommodation needs and longer-term affordability.

Maternity Leave and Family Housing in London

London families may face substantial housing costs during maternity leave.

Areas such as Kensington, Chelsea, Fulham, Wandsworth, Camden and Islington offer different housing options, transport connections and local amenities.

Parents may prioritise access to nurseries, schools, parks and healthcare services.

Household budgets should account for both the temporary reduction in income and the ongoing costs of raising a child.

Fraser Bond supports families seeking residential property and rental accommodation across London.

Maternity Leave and Landlords

Landlords should understand that pregnancy and maternity are protected characteristics in relevant legal contexts.

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