NHS Maternity Pay & Leave 2026/27 — Agenda for Change Explained

Finding out you're expecting a baby is exciting — but it also brings a lot of practical questions, especially about work. If you're employed by the NHS under Agenda for Change, you're entitled to one of the most generous maternity packages in the UK. But the rules around eligibility, pay rates, and returning to work can be confusing. This guide lays it all out in plain English so you know exactly what you're entitled to and when.

Whether you're just starting to plan, already pregnant, or supporting a colleague who is, this guide covers everything from the initial notification through to your return.

How much maternity leave can you take?

All NHS employees are entitled to up to 52 weeks of maternity leave, regardless of how long they've worked for the NHS. This is split into two parts:

You don't have to take the full 52 weeks — you can return earlier if you choose. However, you must take a minimum of 2 weeks off after the birth (4 weeks if you work in a clinical environment). This is a legal requirement for health and safety reasons.

Your maternity leave can start at any point from 11 weeks before your expected due date. Many women choose to work until closer to their due date, but the decision is yours — there's no pressure to start leave earlier than you want to. If you're off sick with a pregnancy-related illness in the 4 weeks before your due date, your maternity leave will start automatically.

NHS maternity pay — what you'll receive

This is where the NHS package really stands out. If you've been continuously employed by the NHS for at least 12 months by the 11th week before your expected due date, you qualify for NHS Occupational Maternity Pay (OMP), which is significantly more generous than the statutory minimum.

NHS Occupational Maternity Pay breakdown

The first 8 weeks of full pay make a significant difference compared to the statutory-only entitlement, which starts at just 90% of your average weekly earnings for 6 weeks. For a Band 5 Point 1 staff member (£29,970/year), the first 8 weeks at full pay are worth approximately £4,610 gross — compared to about £4,149 under SMP alone. The real benefit kicks in during weeks 9–16, where half pay plus SMP gives you considerably more than SMP alone.

If you don't qualify for NHS Occupational Maternity Pay

If you've been employed for less than 12 continuous months by the qualifying week, you may still be entitled to Statutory Maternity Pay (SMP) if you've been employed continuously for at least 26 weeks by the 15th week before your due date and earn above the Lower Earnings Limit (£123 per week for 2025/26).

SMP is paid at:

If you don't qualify for SMP either, you may be able to claim Maternity Allowance from the government — check with your local Jobcentre Plus.

Notifying your employer

You need to inform your employer that you're pregnant by the 15th week before your expected due date — that's roughly when you're 25 weeks pregnant. In practice, many women tell their manager earlier than this, particularly if pregnancy-related symptoms are affecting their work or if risk assessments need to be carried out.

Your notification should include:

Your employer must respond within 28 days, confirming your expected return date. You'll also need to provide a MATB1 certificate from your midwife or GP — this is usually issued around week 20.

Risk assessments

Once you've notified your employer, they have a legal duty to carry out a workplace risk assessment. This looks at any hazards in your working environment that could affect you or your baby — things like manual handling, exposure to chemicals or radiation, prolonged standing, night work, and stress.

If risks are identified, your employer must take reasonable steps to remove them — for example, by adjusting your duties, changing your shift pattern, or providing alternative work. If the risks can't be removed, you may be suspended from work on full pay.

Annual leave during maternity leave

This is one of the most commonly asked questions, and the answer is good news: your annual leave continues to accrue throughout your entire maternity leave — all 52 weeks, whether paid or unpaid. This also applies to bank holiday entitlement.

For a full-time Band 5 with 27 days of annual leave plus 8 bank holidays, a full year of maternity leave means 35 days of leave accruing while you're off. Many trusts allow you to add this leave to the beginning or end of your maternity leave, effectively extending your time off by several weeks.

Planning your leave

It's worth discussing this with your manager before you go on maternity leave. Some trusts prefer you to use accrued leave before your maternity leave starts, while others are happy for you to take it when you return. The key is to agree a plan so there are no surprises.

Use our Annual Leave Calculator to work out exactly how much leave you'll accrue during your maternity period. If you're part-time, remember that your leave is pro-rated based on your contracted hours.

Pension during maternity leave

Your NHS pension membership continues during your paid maternity leave. During the paid weeks (1–39 under SMP, or the OMP period), both your contributions and the employer's contributions continue. Your contributions are based on your actual maternity pay, not your full salary — so they'll be lower during the half-pay and SMP periods.

During unpaid maternity leave (weeks 40–52), your pension contributions stop. However, you have the option to buy back this period when you return to work. This can be done by paying the employee contributions for the unpaid period — your employer will add their share. If you can afford it, this is usually worth doing to avoid a gap in your pension record.

Keeping-in-touch (KIT) days

You can work up to 10 keeping-in-touch (KIT) days during your maternity leave without it affecting your maternity pay or your right to leave. KIT days are a way to stay connected with your workplace and ease the transition back to work.

KIT days are entirely voluntary — your employer can't require you to work them, and you can't insist on taking them. Both sides have to agree. Common uses for KIT days include:

Payment for KIT days varies between trusts. Some pay your normal daily rate for each KIT day; others pay the difference between your daily rate and the SMP you're already receiving. Check your trust's policy before agreeing to KIT days so you know what to expect financially.

Returning to work

You have the right to return to the same job after ordinary maternity leave (the first 26 weeks). If you take additional maternity leave (weeks 27–52), you're entitled to return to the same job — or, if that's not reasonably practicable, a similar job on terms no less favourable.

Changing your hours

Many women want to change their working hours when they return from maternity leave. You have the right to request flexible working, and your employer must consider your request seriously. Common arrangements include:

Your employer can refuse a flexible working request, but only for valid business reasons. If you're unhappy with a refusal, speak with your union representative.

Returning part-time — impact on pay and leave

If you return part-time, your salary, annual leave, and bank holiday entitlement are all adjusted pro-rata. Use our NHS Pay Calculator to model your take-home pay at your new hours, and the Annual Leave Calculator to see your adjusted leave entitlement.

Shared parental leave

If you'd prefer to share your leave with your partner, you can opt into Shared Parental Leave (SPL). This allows you to end your maternity leave early and convert the remaining entitlement into SPL, which can be taken by either parent.

NHS occupational shared parental pay mirrors the maternity pay structure for eligible staff — meaning you can access the enhanced pay rates even when sharing leave. However, the eligibility criteria and notification process are different. Speak with your HR department for the specific requirements.

Paternity leave at a glance

Partners are entitled to 2 weeks of ordinary paternity leave at full pay under NHS terms (compared to the statutory rate in the private sector). This must be taken within 56 days of the birth. Additionally, partners may be eligible for shared parental leave as described above.

Key things to remember

Plan your finances

Understanding your maternity pay alongside your normal take-home pay helps you plan ahead. Use our NHS Pay Calculator to see your current monthly income, then work through the maternity pay structure above to estimate your income during each phase of leave. The better prepared you are financially, the less stressful the transition will be.