If you're eligible, NHS maternity pay gives you 8 weeks of full pay, followed by 18 weeks of half pay plus Statutory Maternity Pay (SMP), then 13 weeks of SMP only. This generous scheme, officially known as the NHS Occupational Maternity Pay scheme, is designed to support you through up to 52 weeks of maternity leave.
Who is eligible for NHS maternity pay?
The main requirement for the NHS Occupational Maternity Pay (OMP) scheme is based on your length of service. To qualify, you must have at least 12 months of continuous service with one or more NHS employers by the time you reach the 11th week before your Expected Week of Confinement (EWC).
This 'qualifying week' (the 11th week before your EWC) is a key date. Your service is counted up to this point. It’s important to note that the service must be continuous, though a break of three months or less between NHS jobs may be disregarded in some circumstances. Always check the specific rules with your HR department, especially if you have moved between different NHS trusts, or worked in different parts of the UK.
If you don't meet the 12-month service requirement for the occupational scheme, don't worry. You will likely still be entitled to Statutory Maternity Pay (SMP) or Maternity Allowance (MA), provided you meet the separate government criteria. Your payroll or HR team can give you personalised advice on what you’re eligible for.
How much maternity pay will I get?
For those who qualify for the full NHS occupational scheme, your maternity leave of up to 52 weeks is broken down into distinct pay periods. It can seem complicated, but it follows a set pattern.
Your pay is usually calculated based on your average weekly earnings in the eight weeks leading up to your 'qualifying week'. 'Full pay' and 'half pay' refer to this calculated average, not necessarily the basic salary on your payslip, as it can include regular overtime or unsocial hours payments.
Here is a typical breakdown of the 52-week maternity leave period:
| Period | Duration | What you get paid |
|---|---|---|
| Phase 1 | First 8 weeks | Full pay (less any SMP or MA you receive) |
| Phase 2 | Next 18 weeks | Half pay, plus your SMP or MA allowance (the total cannot exceed your normal full pay) |
| Phase 3 | Next 13 weeks | SMP or MA only |
| Phase 4 | Final 13 weeks | Unpaid leave |
Statutory Maternity Pay (SMP) is a standard government rate. For 2025/26, the weekly rate is set at £187.18 or 90% of your average weekly earnings, whichever is lower. This figure is reviewed by the government each April, so always check the latest rates on the GOV.UK website for the year you'll be on leave.
A worked example
Sometimes, seeing the numbers in a real-world scenario makes things clearer. Let's imagine a Band 5 nurse who works full-time and has five years of continuous NHS service.
Their average weekly earnings, including some regular weekend shifts, have been calculated at £700 per week (£36,400 per year) before tax.
- Weeks 1-8: They receive full pay. This means they get their normal £700 each week.
- Weeks 9-26: They move to half pay plus SMP. They get £350 (half pay) plus the standard SMP rate (e.g., £187.18). Their total weekly income is £537.18. This is less than their full pay, so it's allowed.
- Weeks 27-39: Their occupational pay stops, and they receive only SMP for these 13 weeks. This would be £187.18 per week.
- Weeks 40-52: This final period is unpaid maternity leave, should they choose to take it.
This is a simplified example. Your own pay will depend on your unique earnings, tax code, pension contributions, and any other deductions like student loans. To get a better idea of how these changes might affect your take-home pay, you could use an NHS take-home pay calculator to model the different income levels.
Important things to know before you go
Planning is key to a smooth transition into maternity leave. There are a few administrative steps you must take:
- Notifying your manager: You must inform your line manager of your pregnancy and your intention to take maternity leave no later than the end of the 15th week before your baby is due. However, it's often a good idea to tell them sooner so they can carry out a risk assessment and plan for your absence.
- Formal application: You'll need to submit a formal application for your maternity leave, usually on a form provided by your trust. This is where you'll state your intended start and end dates for your leave. You can usually change these dates later with enough notice (typically 28 days).
- The MATB1 form: Your midwife or GP will give you a MATB1 certificate from around 20 weeks of pregnancy. You must give this to your employer as proof of pregnancy; without it, they cannot process your maternity pay.
- Keeping in Touch (KIT) days: You can work up to 10 KIT days during your maternity leave without it affecting your leave or pay. These are optional and must be agreed upon with your manager. They are paid at your basic daily rate and are useful for attending training, team meetings, or simply easing back into the workplace.
What about annual leave and pensions?
Two common questions are about what happens to your other entitlements while you're off. The good news is that they are well-protected.
Annual Leave: Your contractual annual leave and bank holiday entitlement continue to accrue throughout your entire 52 weeks of maternity leave, whether you are being paid or not. Many people choose to add their accrued annual leave to the beginning or end of their maternity leave to extend their time off. For example, taking four weeks of annual leave before your official maternity leave start date means you can finish work a month earlier. Discuss your plans with your manager well in advance. You can use an NHS annual leave calculator to help figure out exactly how much leave you'll have accrued.
NHS Pension: Your pension contributions will continue automatically during any period of paid maternity leave. Your contributions will be based on what you are actually paid, but your employer's contributions will be based on your normal, full salary. This means you continue to build your pension as if you were working normally. During any unpaid period of leave, your pension contributions are paused. You will typically be offered the chance to buy back the 'missed' pension contributions upon your return to work.
Returning to work
The NHS maternity pay scheme comes with one very important condition: you must return to work for an NHS employer for a minimum of three months after your leave ends. If you decide not to return, or you leave before the three months are up, you will likely be required to repay your occupational maternity pay (the amount you received over and above SMP).
You have the right to return to the same job you had before you left. If that's not possible due to a reorganisation, you must be offered a suitable alternative role on terms that are no less favourable.
Many new parents find their priorities shift, and you may want to explore changing your hours or working pattern. You have the statutory right to request flexible working. Trusts are obliged to consider these requests seriously, and should only refuse them for clear business reasons. If you are considering a new direction entirely after your leave, make sure your CV is up to date and reflects your skills and experience. Staff Portal's CV builder can be a helpful tool for refreshing your professional profile.
Options for partners and co-parents
Support for new parents isn't limited to the person giving birth. The NHS also offers provisions for partners.
Eligible staff (again, with 12 months of continuous service) are entitled to two weeks of paternity leave on full pay. This is significantly more generous than the statutory minimum.
Furthermore, you and your partner may be able to use Shared Parental Leave (SPL). This is a government scheme that allows you to end your maternity leave early and share the remaining leave and pay with your partner. The rules for SPL can be very complex, so it's essential to speak with your HR department and look at the guidance on the NHS Employers website to see if it's the right choice for your family.
Key takeaways
- To get full NHS Occupational Maternity Pay (OMP), you need 12 months of continuous NHS service by the 11th week before your due date.
- The OMP scheme consists of 8 weeks at full pay, 18 weeks at half pay plus SMP, and 13 weeks of SMP only.
- You continue to accrue annual leave and build your pension during your paid maternity leave.
- You must notify your employer by the 15th week before your EWC and provide a MATB1 certificate to get paid.
- You are required to return to work for the NHS for at least three months after your leave to avoid repaying your occupational maternity pay.
- Partners may be eligible for two weeks of paternity leave on full pay, and you may be able to use Shared Parental Leave.