NHS Maternity Pay Calculator 2026/27
Calculate your exact NHS maternity pay — Occupational Maternity Pay (OMP) and Statutory Maternity Pay (SMP) — with full 52-week breakdown.
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Enter your details and click Calculate to see your full 52-week maternity pay breakdown.
NHS Maternity Pay Structure
| Period | Weeks | Pay |
|---|---|---|
| Full Pay | Weeks 1–8 | 100% salary (SMP inclusive) |
| Half Pay + SMP | Weeks 9–26 | 50% + £187.18/wk (capped) |
| SMP Only | Weeks 27–39 | £187.18/wk or 90% AWE |
| Unpaid | Weeks 40–52 | £0 (optional to take) |
Eligibility Requirements
OMP (Occupational)
12 months NHS service by 11th week before due date + intention to return
SMP (Statutory)
26 weeks continuous employment + AWE ≥ £125/week
Qualifying Week
15th week before your due date — key eligibility date
Notice
At least 28 days before starting maternity leave
Important: These are estimates based on Agenda for Change terms. Full pay is inclusive of SMP (not additional). Verify with your Trust HR department as policies may vary.
OMP vs SMP — What's the Difference?
NHS maternity pay involves two separate schemes that work together, and understanding the distinction is essential for planning your finances during leave.
OMP — Occupational Maternity Pay
- NHS contractual benefit paid by your Trust
- Provides full pay (weeks 1–8) and half pay + SMP (weeks 9–26)
- Requires 12 months continuous NHS service by the 11th week before your due date
- You must intend to return for at least 3 months after maternity leave
SMP — Statutory Maternity Pay
- Government minimum for all eligible employees — not just NHS
- £187.18/week or 90% of AWE (whichever is lower) for weeks 7–39
- Requires 26 weeks employment by the qualifying week
- Average weekly earnings (AWE) must be at least £125/week
Critical point: OMP includes SMP during weeks 1–26. The SMP is part of the full/half pay figure — it is not paid on top. For example, during half-pay weeks your Trust pays half your salary plus SMP, but the SMP portion is already included in what you receive. You don't get both separately.
How Average Weekly Earnings (AWE) Are Calculated
Your Average Weekly Earnings determine both your eligibility for SMP and the amount you receive during weeks 1–6 (90% of AWE). HMRC calculates AWE from 8 weeks of pay ending on the last normal payday on or before the qualifying week (the 15th week before your expected due date).
- Included: basic pay, regular overtime, shift enhancements, regular bonuses, and any arrears of pay falling in that period
- Watch out: one-off back-payments or lump sums landing in the 8-week window can artificially inflate (or deflate) your AWE
- Part-time staff: AWE is based on actual earnings — if you work reduced hours, your AWE reflects that
If your AWE is below £125/week, you won't qualify for SMP. In that case, you may be eligible for Maternity Allowance from the DWP instead — see below.
What Happens to Deductions During Maternity Leave?
Your payslip will look different on maternity leave. Here's how each deduction is affected:
💷 Income Tax (PAYE)
PAYE applies on all maternity pay just like normal salary. Because your income is lower during maternity, you'll typically pay less tax — and in SMP-only or unpaid weeks, you may pay no tax at all. Your tax code remains the same.
🛡️ National Insurance
Normal NI contributions apply on any maternity pay above the Lower Earnings Limit (£125/week in 2026/27). During unpaid weeks (40–52), no NI is deducted but you receive NI credits automatically to protect your state pension record.
🏦 NHS Pension
You remain in the NHS Pension Scheme automatically throughout paid maternity leave. Your contributions are based on your actual maternity pay (so they're lower), but your pensionable service counts as if you were working full-time on full pay. Your employer continues contributing based on your notional full-time salary. During unpaid leave (weeks 40–52), you can choose to buy back the pension or leave a gap.
🎓 Student Loans
Student loan repayments are deducted only when your earnings exceed the relevant threshold (Plan 2: £27,295/year in 2026/27). During lower-paid maternity weeks, repayments may reduce or stop entirely.
Keeping In Touch (KIT) Days
KIT days let you work up to 10 days during your maternity leave without ending your leave or losing SMP. They're a useful way to stay connected, attend training, or ease your return.
- You can work up to 10 KIT days in total across your entire maternity leave
- Each KIT day is paid at your normal daily rate for the work you do that day
- Any amount of work on a single day counts as one full KIT day — even if you only attend a 1-hour meeting
- KIT day pay is on top of your SMP for that week — you receive both
- KIT days do not extend or shorten your maternity leave
- Both you and your employer must agree — neither side can insist
- You cannot work KIT days during the compulsory 2-week maternity leave period immediately after birth
Tip: Plan KIT days strategically. Many NHS staff use them for mandatory training updates, appraisals, or revalidation activities so they don't fall behind during a long absence.
Spreading Your OMP Over Maternity Leave
Under the standard NHS arrangement, you receive half pay during weeks 9–26 only. After that, income drops sharply to SMP-only (£187.18/week) and then to nothing. Some Trusts offer an alternative: spreading your half pay across a longer period.
Standard Payment
Higher pay in weeks 9–26, then a steep drop. Good if you're returning early or have savings to cover later months.
Spread Payment
Lower weekly amount but consistent income over a longer period. Helps avoid the financial shock of suddenly moving to SMP-only or unpaid weeks.
Not all Trusts offer spreading. Check with your HR or payroll department early in your pregnancy. You'll usually need to request it before your maternity leave starts, and the arrangement cannot be changed once payments begin.
What If I Don't Return to the NHS?
If you received OMP but decide not to return to NHS employment for at least 3 months, you'll need to repay the occupational element of your maternity pay. Here's how it works:
- SMP is yours to keep — it's a statutory right and never needs to be repaid regardless of whether you return
- OMP must be repaid — specifically, the difference between what you received and what SMP alone would have been (i.e., the employer top-up portion)
- Your Trust will calculate the exact repayment amount and may offer a repayment plan rather than requiring a lump sum
- Transferring to a different NHS Trust usually counts as returning — you don't have to go back to the same employer
- Some Trusts accept a phased return or reduced hours to satisfy the 3-month requirement
Planning to leave? Speak to HR before your maternity leave ends. Understanding the repayment figure early helps you make an informed decision. In some cases, the OMP repayment may be less than you expect.
Maternity Allowance — The Alternative to SMP
If you're not eligible for SMP — for example, if you're a new NHS starter who hasn't reached 26 weeks of service, or your average weekly earnings fall below £125 — you may qualify for Maternity Allowance (MA) from the Department for Work and Pensions.
Maternity Allowance 2026/27 Rates
- £184.03/week for up to 39 weeks (or 90% of your AWE if that's lower)
- You need at least 26 weeks of employment (not necessarily consecutive) in the 66-week test period ending with your qualifying week
- You must have earned at least £30 in any 13 of those weeks
MA is claimed directly from the DWP using form MA1 — your employer cannot apply on your behalf. Your Trust's HR team should give you an SMP1 form confirming you don't qualify for SMP, which you'll need for your MA claim. Apply from the 26th week of pregnancy.
Frequently Asked Questions
Can I start maternity leave before my due date?
Yes. You can begin maternity leave any time from 11 weeks before your due date. You must give your employer at least 15 weeks' notice of your intended start date (by the qualifying week). The earliest your SMP can start is 11 weeks before the expected week of childbirth.
What if my baby arrives early (premature birth)?
If your baby is born before your planned maternity leave start date, your leave and pay begin automatically the day after the birth. You should notify your employer as soon as possible. All entitlements remain the same — the 52-week clock simply starts earlier than planned.
Do I accrue annual leave while on maternity leave?
Yes — you continue to accrue your full annual leave entitlement (including bank holidays) throughout all 52 weeks of maternity leave, whether paid or unpaid. Many staff add accrued leave to the beginning or end of maternity leave. Speak to your manager about how your Trust handles this.
Can I take shared parental leave instead?
Yes. You can convert your maternity leave into Shared Parental Leave (SPL) to share the remaining weeks with your partner. You must take at least 2 weeks of maternity leave after birth before switching. The remaining entitlement (up to 50 weeks of leave and 37 weeks of pay) can be split between both parents. NHS Agenda for Change provides enhanced SPL pay matching OMP for eligible staff.
What about bank holidays that fall during maternity leave?
Bank holidays that occur during your maternity leave are added to your annual leave balance — you don't lose them. For NHS staff on Agenda for Change, bank holidays are part of your annual leave entitlement, so they accrue as normal throughout your entire maternity leave period.
Can I do KIT days in the first 2 weeks after birth?
No. There is a compulsory maternity leave period of 2 weeks immediately after childbirth (4 weeks for factory workers) during which you cannot work at all. KIT days can only be used after this compulsory period has ended.
Does my pension build up during unpaid maternity leave?
During paid maternity leave, your pensionable service continues to build as if you were working normally. During unpaid maternity leave (weeks 40–52), pensionable service does not automatically accrue. However, you can elect to buy back the unpaid period by paying both employee and employer contributions within certain time limits — speak to your pension administrator.
What if I'm on a fixed-term contract?
If your fixed-term contract ends during maternity leave, your SMP continues until week 39 (or until the SMP period ends) — your employer cannot stop it just because the contract expires. However, OMP may cease when the contract ends, depending on your Trust's policy. You also retain your right to return to work if the contract is renewed or a suitable alternative role is available.