NHS maternity pay follows a 52-week structure: 8 weeks full pay, 18 weeks half pay + SMP, 13 weeks SMP only, and 13 weeks unpaid. Here's every detail including KIT days, pension implications, and how to maximise your entitlement.
The 52-Week Maternity Leave Structure
| Period | Weeks | Pay | Approx. Monthly (Band 5 Entry) |
|---|---|---|---|
| Weeks 1–8 | 8 weeks | Full pay | £2,673 |
| Weeks 9–26 | 18 weeks | Half pay + SMP | £1,337 + £184 = ~£1,521 |
| Weeks 27–39 | 13 weeks | SMP only | £187.18/week (~£811/month) |
| Weeks 40–52 | 13 weeks | Unpaid | £0 |
SMP rate for 2025/26 is £187.18/week or 90% of average weekly earnings — whichever is lower. The first 6 weeks of SMP are at 90% of earnings (which is less relevant as NHS occupational pay exceeds this).
Eligibility Requirements
To qualify for full NHS maternity pay (not just SMP), you must:
• Have 12 months' continuous NHS service by the 11th week before your expected week of childbirth (EWC)
• Notify your employer by the 15th week before EWC (or as soon as reasonably practicable)
• Provide a MATB1 certificate from your midwife or GP
• Intend to return to work for at least 3 months after maternity leave
If you have less than 12 months' service, you'll receive SMP only (if eligible) or Maternity Allowance from the government.
The "Return to Work" Requirement
To keep the occupational maternity pay (the top-up above SMP), you must return to NHS employment for at least 3 months (including any accrued annual leave taken). If you don't return, you'll be asked to repay the occupational element — the SMP portion is never repayable.
The 3 months can be served at any NHS employer (not just your original trust), and can be part-time or full-time. Many staff use accrued annual leave to cover part of the 3-month return.
Calculate your annual leave carefully — you continue to accrue leave during maternity, which can add 4–6 weeks of paid time to your return.
Financial Planning — Total Income Over 52 Weeks
For a Band 5 nurse at entry (£32,073 annual, £2,673/month):
| Period | Weeks | Total Income |
|---|---|---|
| Full pay (wk 1–8) | 8 | £4,923 |
| Half pay + SMP (wk 9–26) | 18 | £6,607 |
| SMP only (wk 27–39) | 13 | £2,392 |
| Unpaid (wk 40–52) | 13 | £0 |
| Total over 52 weeks | 52 | ~£13,922 |
Compare this to your normal annual salary of £32,073. Maternity leave costs approximately £18,151 in lost gross income over the year — a significant financial consideration.
ℹ️Half Pay + SMP Cannot Exceed Full Pay — During weeks 9–26, your half pay plus SMP combined cannot exceed your normal full pay. For most NHS staff, this cap isn't reached, but check if you have additional regular payments that might be affected.
Keeping In Touch (KIT) Days
You can work up to 10 Keeping In Touch (KIT) days during your maternity leave without affecting your maternity pay or leave entitlement. These are optional — your employer cannot require you to work them, and you cannot be penalised for refusing.
KIT days are paid at your normal rate of pay (offset against any SMP due for that week). They're useful for:
• Attending team meetings or training days
• Staying connected with workplace developments
• Easing the transition back to work
• Earning additional income during the lower-pay period
Once you've used all 10 KIT days, any further work will end your maternity leave and pay for that week.
A KIT day is a whole day regardless of how many hours you work. Even attending a 1-hour meeting uses one KIT day.
Pension During Maternity Leave
Your pension is protected during maternity leave, but the arrangements differ by phase:
• Full pay (wk 1–8): Normal pension contributions on full pay
• Half pay + SMP (wk 9–26): Contributions based on actual pay received, but pension accrual is based on your notional full-time pay
• SMP only (wk 27–39): You can choose to continue pension contributions (based on SMP received). Accrual is protected at your full rate
• Unpaid leave (wk 40–52): No contributions, but you can buy back the missed pension within specified time limits
The employer continues to contribute 23.7% of your notional pay throughout the paid period.
Annual Leave During Maternity
You continue to accrue annual leave throughout all 52 weeks of maternity leave — including the unpaid period. For a Band 5 nurse with under 5 years' service:
• Annual leave accrual: 27 days + 8 bank holidays = 35 days per year
• Accrued during 52 weeks maternity: 35 days
• If your leave year is April–March and you return in January, you may have 35+ days of leave to use by March
Many staff attach accrued annual leave to the end of their maternity leave, extending their total paid absence. Discuss this with your manager early — trusts can require you to take leave during the current leave year.
Shared Parental Leave (ShPL)
NHS staff can convert maternity leave into Shared Parental Leave, allowing the partner to share the remaining leave and pay. Key points:
• You must end maternity leave to start ShPL
• ShPL pay mirrors the remaining maternity pay entitlement
• Both parents can take ShPL at the same time (if both qualify)
• The partner's employer must also offer ShPL (it's a statutory right)
• NHS-specific: Occupational ShPL pay matches the occupational maternity pay rates
ShPL is complex to administer — start discussions with HR at least 8 weeks before you want to begin.
Paternity Leave and Pay
NHS partners are entitled to:
• 2 weeks' paternity leave at full pay (NHS occupational rate)
• Must be taken within 56 days of birth
• Can be taken as 1 week or 2 consecutive weeks
• You need 12 months' continuous service to qualify for occupational paternity pay
Additionally, NHS employers typically grant 5 days' paid leave for antenatal appointments for partners. Check your trust's specific policy.