Navigate maternity and shared parental leave with confidence with our calculators, guides, and templates designed for UK employees

You're Not Alone In This

Becoming a parent is overwhelming enough. Between hospital appointments, babyproofing, and antenatal classes, there's already so much to learn and do. If you're an employee, navigating maternity leave in the workplace can feel like yet another hurdle.If you feel this way, you're not alone—and we've got you covered.Our parental leave planning tools—specializing in maternity leave and shared parental leave—help you understand your rights, calculate your pay and entitlements, plan your leave timeline, and prepare for important conversations with your employer. Everything you need to approach parental leave with clarity and confidence.

Tools to Guide Your Journey

From free resources to comprehensive planning toolkits we've got you covered.

Why smplrHR?

Clear GuidanceNo jargon - just straightforward answers when you need them most

Accurate CalculationsUK-specific calculators that account for your unique circumstances

Practical TemplatesLetter templates and conversation prompts to use with your employer

What people are saying.....

"Ready to start planning?"

Access our free downloadable calculator and guide and explore our comprehensive maternity leave toolkit.

Just getting started?"Visit our [Information & Support page] (#information&support) to learn about your rights, understand key terminology, and find helpful resources—all freely available, no signup needed.

Questions? We're here to help.

Have a question about our tools or need support? Use the contact form below to get in touch. You can also email us directly at [email protected] or reach out via our Instagram and TikTok pages.

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Our Products

Tools and resources to help you navigate parental leave with confidence

Find our Maternity Leave Toolkit, free planning resources, and information about our upcoming Shared Parental Leave Toolkit now in development.Our tools are designed specifically for UK employees. Check out [gov.uk's] (https://www.gov.uk/employment-status) guide if you are unsure of your status.

The Complete Maternity Leave Planning Toolkit

Our Complete Maternity Leave Toolkit provides everything you need to plan your maternity leave from work with confidence. Designed specifically for UK employees the Toolkit provides a step by step guide to planning your maternity leave with calculators that cover everything from your key dates to planning a phased return.

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Maternity Key Dates Calculator

Calculate all your important statutory dates and check your SMP eligibility. Know exactly when to notify your employer and when your leave begins.

  • Calculate all key statutory dates
  • Check SMP eligibility
  • Plan your notifications
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Maternity Pay Calculator

Calculate your exact take-home pay during maternity leave with full tax and National Insurance deductions.

  • Accurate tax & NI calculations
  • Weekly breakdown of payments
  • Know exactly what you'll receive
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Annual Leave Accrual Calculator

Track how much annual leave you'll accrue during maternity leave, plan when to use it, and design your phased return schedule.

  • Calculate leave accrual
  • Plan your holiday time
  • Create phased return schedule
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Comprehensive Planning Guide

Step-by-step guidance that brings everything together. Understand when to use each calculator and how to plan effectively.

  • Cut through the jargon
  • Clear, actionable steps
  • Understand your rights

Everything You Need in One Toolkit

The Complete Maternity Leave Toolkit gives you confidence and clarity for one of life's biggest transitions.

  • Save hours of research
  • Make informed decisions
  • Plan with confidence
  • Professional tools at your fingertips
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The Parental Rights & Eligibility Tool

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The Shared Parental Leave Toolkit

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Information & Support

Tools and resources to help you navigate parental leave with confidence

Understanding your parental leave rights is the first step to planning with confidence. We've organized essential information into three key areas to help you navigate this important life transition.Know Your Rights explains your legal entitlements and workplace protections, Key Terminology cuts through the jargon, and our Directory points you toward trusted resources for further support. Use these free resources to build your knowledge and make informed decisions.

Know Your Rights

Your parental leave rights depend on your specific circumstances. Select the situation that applies to you below to see what you're entitled to.Want a copy of your rights based on your specific circumstances?
Download our free Family Leave Rights Tool—available as an interactive calculator (mobile & desktop) or visual flowchart (desktop).

Please note: Your rights depend on your employment status. The information below is specifically for UK employees (not self-employed or workers). If you're unsure of your employment status, check [gov.uk's employment status guide] (https://www.gov.uk/employment-status)

Your Circumstance

Birth Parent Rights WidgetFloating Menu

Your Leave Rights

Maternity Leave

Up to 52 weeks total leave
  • 26 weeks Ordinary Maternity Leave (OML)
  • 26 weeks Additional Maternity Leave (AML)
  • Available from day one of employment
  • Can start up to 11 weeks before due date
  • Must take minimum 2 weeks after birth

Shared Parental Leave

Share up to 50 weeks with partner
  • Must end maternity leave early to convert to SPL
  • Can be taken in blocks by both parents
  • Both parents can be off simultaneously
  • Requires both parents to meet eligibility

Your Pay Rights

Statutory Maternity Pay (SMP)

39 weeks of pay
  • First 6 weeks: 90% of average weekly earnings
  • Remaining 33 weeks: £187.18/week or 90% (whichever is lower)
  • Requires 26 weeks service + earn £125/week minimum

Shared Parental Pay (ShPP)

Share up to 37 weeks of pay
  • £187.18/week or 90% of earnings (whichever is lower)
  • Comes from unused maternity pay entitlement
  • Both parents must meet employment and earnings tests

Maternity Allowance

If you don't qualify for SMP
  • Up to 39 weeks of pay from government
  • £187.18/week or 90% of earnings (whichever is lower)
  • For self-employed or those without enough service
  • Claim through Jobcentre Plus

Your Protections & Rights

Job Protection

Right to return to work
  • Return within 26 weeks: Same job guaranteed
  • Return after 26 weeks: Same job or suitable alternative
  • Enhanced redundancy protection during leave
  • Priority for suitable vacancies if made redundant

Pregnancy Discrimination Protection

Protected from pregnancy to 26 weeks after birth
  • Cannot be dismissed due to pregnancy
  • Cannot be treated unfairly or disadvantaged
  • Pregnancy-related sickness cannot count toward absence records
  • Protected from unfair selection for redundancy

Antenatal Care Rights

Paid time off for all appointments
  • Available from day one of employment
  • Includes travel time to/from appointments
  • Cannot be refused or treated unfairly for taking time off
  • Applies to all antenatal care (scans, classes, etc.)

Health & Safety Protection

Employer must conduct risk assessment
  • Applies during pregnancy and 6 months after birth
  • Must remove risks or adjust working conditions
  • If no alternative: suspension on full pay (not maternity leave)
  • Protection continues if breastfeeding

Annual Leave Accrual

Holiday builds up during all leave
  • Minimum 5.6 weeks continues to accrue
  • Cannot take holiday during maternity leave
  • Can use accrued holiday before or after leave
  • Can carry over up to 4 weeks if unable to take

Keeping in Touch (KIT) Days

You can work up to 10 days during maternity leave without ending your leave period. These days:

  • Are voluntary for both you and your employer
  • Often paid at your normal rate (check your contract)
  • Useful for training, meetings, or gradual return
  • Don't extend your maternity leave period

IVF & Pregnancy Protection

If you conceive through IVF:

  • Pregnancy discrimination protection begins at embryo transfer
  • Full maternity rights apply once pregnancy confirmed
  • If unsuccessful: Protected for 2 weeks post-transfer
  • Treatment side effects should be treated as medical sickness

Notice Requirements

  • By 15th week before due date: Inform employer of pregnancy, expected week of childbirth, and intended leave start date
  • Medical certificate: Provide MAT B1 form confirming due date
  • Changing dates: Give 28 days notice to change start date
  • Returning early: Give 8 weeks notice to return before planned date
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Partner of Birth Parent Rights WidgetFloating Menu

Your Leave Rights

Paternity Leave

1 or 2 weeks leave
  • Can choose 1 week or 2 consecutive weeks
  • Cannot take as individual days
  • Must be taken within 56 days of birth or placement
  • Can start from date of birth or predetermined date
  • Available from day one of employment

Shared Parental Leave

Share up to 50 weeks with birthing parent
  • Birthing parent must end maternity leave early to convert to SPL
  • Can be taken in blocks by both parents
  • Both parents can be off simultaneously
  • Requires both parents to meet eligibility

Your Pay Rights

Statutory Paternity Pay (SPP)

Payment for 1 or 2 weeks
  • £187.18/week or 90% of average weekly earnings (whichever is lower)
  • Requires 26 weeks continuous employment by 15th week before due date
  • Must earn at least £125/week

2025-26 tax year rate

Shared Parental Pay (ShPP)

Share up to 37 weeks of pay
  • £187.18/week or 90% of earnings (whichever is lower)
  • Comes from birthing parent's unused maternity pay entitlement
  • Both parents must meet employment and earnings tests
  • Requires 26 weeks service and earned £390 over 13 weeks

Your Protections & Rights

Job Protection

Right to return to work
  • Right to return to same job after paternity leave
  • Enhanced redundancy protection during leave
  • Priority for suitable vacancies if made redundant
  • Cannot be treated unfairly for taking paternity leave

Discrimination Protection

Protected from unfair treatment
  • Cannot be dismissed or disadvantaged for taking paternity leave
  • Protected from discrimination on grounds of sex (parenting responsibilities)
  • Employer cannot assume primary caregiver responsibilities based on gender
  • Equal treatment for shared parental leave requests

Antenatal Appointment Rights

Unpaid time off for up to 2 appointments
  • Available from day one of employment
  • Includes time traveling to/from appointments
  • Cannot be refused or treated unfairly for taking time off
  • Applies to birth partners, adoptive parents, intended parents in surrogacy

Annual Leave Accrual

Holiday builds up during all leave
  • Minimum 5.6 weeks continues to accrue
  • Cannot take holiday during paternity or shared parental leave
  • Can use accrued holiday before or after leave
  • Can carry over up to 4 weeks if unable to take

Shared Parental Leave in Touch (SPLIT) Days

If taking shared parental leave, you can work up to 20 SPLIT days without ending your leave period. These days:

  • Are separate from the birthing parent's KIT days
  • Are voluntary for both you and your employer
  • Often paid at your normal rate (check your contract)
  • Useful for training, meetings, or gradual return

Notice Requirements

  • For Paternity Leave: Notify employer by 15th week before due date stating expected week of birth and intended leave dates
  • Changing dates: Give 28 days notice to change start date
  • For Shared Parental Leave: Give at least 8 weeks notice before first SPL period begins
  • SPL changes: Need 8 weeks notice for any changes to SPL plans

Important Notes

  • All rates shown are for 2025-26 tax year
  • Many employers offer enhanced benefits beyond statutory minimums - check your contract
  • Paternity leave can be taken in addition to shared parental leave (take paternity first, then switch to SPL later)
  • Keep copies of all correspondence with your employer
  • For advice and support, contact ACAS on 0300 123 1100
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Main Adopter Rights WidgetFloating Menu

Your Leave Rights

Adoption Leave

Up to 52 weeks total leave
  • 26 weeks Ordinary Adoption Leave
  • 26 weeks Additional Adoption Leave
  • Available from day one of employment
  • Can start up to 14 days before child placed with you
  • Mirrors maternity leave structure

Shared Parental Leave

Share up to 50 weeks with partner
  • Must end adoption leave early to convert to SPL
  • Can be taken in blocks by both parents
  • Both parents can be off simultaneously
  • Requires both parents to meet eligibility

Your Pay Rights

Statutory Adoption Pay (SAP)

39 weeks of pay
  • First 6 weeks: 90% of average weekly earnings
  • Remaining 33 weeks: £187.18/week or 90% (whichever is lower)
  • Requires 26 weeks service by matching week + earn £125/week minimum
  • Same rates as maternity pay

2025-26 tax year rate

Shared Parental Pay (ShPP)

Share up to 37 weeks of pay
  • £187.18/week or 90% of earnings (whichever is lower)
  • Comes from unused adoption pay entitlement
  • Both parents must meet employment and earnings tests
  • Requires 26 weeks service and earned £390 over 13 weeks

Your Protections & Rights

Job Protection

Right to return to work
  • Return within 26 weeks: Same job guaranteed
  • Return after 26 weeks: Same job or suitable alternative on same terms
  • Enhanced redundancy protection during leave
  • Priority for suitable vacancies if made redundant

Discrimination Protection

Protected from unfair treatment
  • Cannot be dismissed or disadvantaged for taking adoption leave
  • Protected from discrimination on adoption grounds
  • Equal treatment regardless of adoption type (UK, intercountry, foster-to-adopt)
  • Cannot be treated less favorably than birth parents

Adoption Appointment Rights

Paid time off for up to 5 adoption appointments
  • Available once matched with child
  • Available from day one of employment
  • Includes time traveling to/from appointments
  • Cannot be refused or treated unfairly for taking time off

Annual Leave Accrual

Holiday builds up during all leave
  • Minimum 5.6 weeks continues to accrue
  • Cannot take holiday during adoption leave
  • Can use accrued holiday before or after leave
  • Can carry over up to 4 weeks if unable to take

Keeping in Touch (KIT) Days

You can work up to 10 days during adoption leave without ending your leave period. These days:

  • Are voluntary for both you and your employer
  • Often paid at your normal rate (check your contract)
  • Useful for training, meetings, or gradual return
  • Don't extend your adoption leave period

Who Can Take Adoption Leave?

Main Adopter leave applies to:

  • One adoptive parent in a couple (you choose who takes adoption leave)
  • UK adoptions and intercountry adoptions
  • Foster to adopt arrangements
  • Surrogacy parental orders (from April 2024)
  • The other adoptive parent can take paternity or shared parental leave

Notice Requirements

  • Within 7 days of being matched: Inform employer of match date and intended start date
  • Provide matching certificate: From your adoption agency
  • Changing dates: Give 28 days notice to change start date
  • Returning early: Give 8 weeks notice to return before planned date

Important Notes

  • All rates shown are for 2025-26 tax year
  • Many employers offer enhanced benefits beyond statutory minimums - check your contract
  • Adoption leave has the same structure and rights as maternity leave
  • Keep copies of all correspondence with your employer
  • For advice and support, contact ACAS on 0300 123 1100
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Secondary Adopter Rights WidgetFloating Menu

Your Leave Rights

Paternity Leave (Adoption)

1 or 2 weeks leave
  • Can choose 1 week or 2 consecutive weeks
  • Cannot take as individual days
  • Must be taken within 56 days of child's placement
  • Can start from date of placement or predetermined date
  • Available from day one of employment

Shared Parental Leave

Share up to 50 weeks with main adopter
  • Main adopter must end adoption leave early to convert to SPL
  • Can be taken in blocks by both parents
  • Both parents can be off simultaneously
  • Requires both parents to meet eligibility

Your Pay Rights

Statutory Paternity Pay (SPP)

Payment for 1 or 2 weeks
  • £187.18/week or 90% of average weekly earnings (whichever is lower)
  • Requires 26 weeks continuous employment by matching week
  • Must earn at least £125/week

2025-26 tax year rate

Shared Parental Pay (ShPP)

Share up to 37 weeks of pay
  • £187.18/week or 90% of earnings (whichever is lower)
  • Comes from main adopter's unused adoption pay entitlement
  • Both parents must meet employment and earnings tests
  • Requires 26 weeks service and earned £390 over 13 weeks

Your Protections & Rights

Job Protection

Right to return to work
  • Right to return to same job after paternity leave
  • Enhanced redundancy protection during leave
  • Priority for suitable vacancies if made redundant
  • Cannot be treated unfairly for taking paternity leave

Discrimination Protection

Protected from unfair treatment
  • Cannot be dismissed or disadvantaged for taking adoption-related leave
  • Protected from discrimination on adoption grounds
  • Equal treatment regardless of whether you're the main or secondary adopter
  • Equal treatment for shared parental leave requests

Adoption Appointment Rights

Unpaid time off for up to 2 adoption appointments
  • Available once matched with child
  • Available from day one of employment
  • Includes time traveling to/from appointments
  • Cannot be refused or treated unfairly for taking time off

Main adopter gets paid time off for up to 5 appointments

Annual Leave Accrual

Holiday builds up during all leave
  • Minimum 5.6 weeks continues to accrue
  • Cannot take holiday during paternity or shared parental leave
  • Can use accrued holiday before or after leave
  • Can carry over up to 4 weeks if unable to take

Shared Parental Leave in Touch (SPLIT) Days

If taking shared parental leave, you can work up to 20 SPLIT days without ending your leave period. These days:

  • Are separate from the main adopter's KIT days
  • Are voluntary for both you and your employer
  • Often paid at your normal rate (check your contract)
  • Useful for training, meetings, or gradual return

Choosing Between Paternity and Shared Parental Leave

As the secondary adopter, you have options:

  • Take paternity leave (simpler, 1-2 weeks)
  • Take shared parental leave instead (more flexible, longer)
  • Take paternity leave first, then switch to shared parental leave later
  • The main adopter must curtail their adoption leave for you to access SPL

Notice Requirements

  • For Paternity Leave: Notify employer within 7 days of being matched with child
  • Changing dates: Give 28 days notice to change start date
  • For Shared Parental Leave: Give at least 8 weeks notice before first SPL period begins
  • SPL changes: Need 8 weeks notice for any changes to SPL plans

Important Notes

  • All rates shown are for 2025-26 tax year
  • Many employers offer enhanced benefits beyond statutory minimums - check your contract
  • You and your partner need to decide together who will be the main adopter (takes adoption leave) and who will be the secondary adopter (takes paternity leave)
  • Keep copies of all correspondence with your employer
  • For advice and support, contact ACAS on 0300 123 1100
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Surrogacy Intended Parent Rights WidgetFloating Menu

Your Leave Rights

Adoption Leave Option

Up to 52 weeks if applying for parental order
  • Available to one intended parent (you choose who)
  • Same structure as adoption leave
  • Can start from date of birth or when child placed with you
  • Must be applying for a parental order
  • Available from day one of employment

Paternity Leave Option

1 or 2 weeks leave
  • Available to second parent or if not applying for parental order
  • Can choose 1 week or 2 consecutive weeks
  • Must be taken within 56 days of birth
  • Available from day one of employment

Your Pay Rights

Statutory Adoption Pay (SAP)

If taking adoption leave - 39 weeks
  • First 6 weeks: 90% of average weekly earnings
  • Remaining 33 weeks: £187.18/week or 90% (whichever is lower)
  • Requires 26 weeks service + earn £125/week minimum
  • Must be applying for parental order

2025-26 tax year rate

Statutory Paternity Pay (SPP)

If taking paternity leave - 1 or 2 weeks
  • £187.18/week or 90% of average weekly earnings (whichever is lower)
  • Requires 26 weeks continuous employment
  • Must earn at least £125/week

2025-26 tax year rate

Your Protections & Rights

Job Protection

Right to return to work
  • If taking adoption leave: Return within 26 weeks to same job, after 26 weeks to same or suitable role
  • If taking paternity leave: Right to return to same job
  • Enhanced redundancy protection during leave
  • Priority for suitable vacancies if made redundant

Discrimination Protection

Protected from unfair treatment
  • Cannot be dismissed or disadvantaged for taking surrogacy-related leave
  • Protected under adoption and parental leave discrimination laws
  • Equal treatment regardless of gender or parental role
  • Cannot be treated less favorably than birth or adoptive parents

Appointment Rights

Time off for appointments
  • Parent taking adoption leave: Paid time off for up to 5 appointments
  • Other parent: Unpaid time off for up to 2 appointments
  • Available from day one of employment
  • Includes time traveling to/from appointments

Annual Leave Accrual

Holiday builds up during all leave
  • Minimum 5.6 weeks continues to accrue
  • Cannot take holiday during adoption or paternity leave
  • Can use accrued holiday before or after leave
  • Can carry over up to 4 weeks if unable to take

Understanding Surrogacy Leave Options

As intended parents in a surrogacy arrangement, you have different options depending on your situation:

  • Parental Order Route: If applying for a parental order, one parent can take adoption leave (up to 52 weeks) and the other can take paternity leave
  • Without Parental Order: Both parents can take paternity leave (1-2 weeks each)
  • You Choose: Decide between yourselves who takes which leave type
  • The parent taking adoption leave gets paid time off for appointments; the other gets unpaid time off

Parental Order Requirements

To access adoption leave through surrogacy, you must be applying for a parental order. This requires:

  • At least one intended parent is genetically related to the child
  • Both intended parents are over 18
  • The child lives with you
  • Application made within 6 months of birth
  • Surrogate consents (after 6 weeks from birth)

Notice Requirements

  • For Adoption Leave: Give notice within 28 days of matching (or within 28 days of birth if earlier)
  • For Paternity Leave: Notify employer by 15th week before expected week of birth
  • Changing dates: Give 28 days notice to change start date
  • Returning early: Give 8 weeks notice to return before planned date

Important Notes

  • All rates shown are for 2025-26 tax year
  • Surrogacy leave rights were extended from April 2024 to match adoption rights
  • Many employers offer enhanced benefits beyond statutory minimums - check your contract
  • Legal advice is recommended for surrogacy arrangements and parental orders
  • For advice and support, contact ACAS on 0300 123 1100 or Surrogacy UK
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Specialist Circumstances

Neonatal Care Leave WidgetFloating Menu

Leave Entitlement

Neonatal Care Leave

Up to 12 weeks additional leave
  • Available when baby requires neonatal care
  • Baby must be hospitalized for 7+ consecutive days within first 28 days after birth
  • Separate from and in addition to maternity/paternity/adoption leave
  • Can be taken in blocks of whole weeks
  • Available to both parents
  • Available from day one of employment (no service requirement for leave)

When Leave Can Be Taken

Timing flexibility
  • Can be taken while baby is in neonatal care
  • Or within 68 weeks following birth
  • Doesn't need to be taken consecutively
  • Allows parents to support baby's care and recovery
  • Can be taken in blocks to match baby's needs

Pay Entitlement

Statutory Neonatal Care Pay

Payment for up to 12 weeks
  • £187.18 per week or 90% of average weekly earnings (whichever is lower)
  • Requires 26 weeks continuous employment
  • Must earn at least £125 per week
  • Available from 6 April 2025

2025-26 tax year rate

Eligibility for Pay

Service requirements for pay only
  • Leave: Available from day one (no service requirement)
  • Pay: Requires 26 weeks service + £125/week earnings
  • Both parents can claim separately
  • Each parent gets their own 12-week entitlement

Key Information

What Qualifies as Neonatal Care

Hospital specialist care
  • Neonatal intensive care units (NICU)
  • Special care baby units (SCBU)
  • Local neonatal units (LNU)
  • Other specialist neonatal care facilities
  • Baby must receive continuous care for at least 7 days within the first 28 days after birth

How It Works With Other Leave

Additional to other entitlements
  • Separate from maternity/paternity/adoption leave
  • Does not reduce your other leave entitlements
  • Can be taken at the same time as other leave or separately
  • Both parents can take neonatal leave simultaneously

Who Can Take Neonatal Care Leave?

Neonatal Care Leave is available to:

  • Birth parents (mothers and fathers)
  • Adoptive parents
  • Intended parents in surrogacy arrangements
  • Partners of any of the above
  • Both parents can take the leave at the same time or at different times

Notice Requirements

  • Inform employer as soon as reasonably practicable
  • Provide evidence that baby is or has been in neonatal care
  • Medical certificate from hospital confirming care received
  • Can give notice while baby is still in hospital or after discharge

Important Notes

  • This is a new statutory right from 6 April 2025
  • It's a day-one right for leave (no qualifying period)
  • Pay requires 26 weeks service and minimum earnings
  • Many employers may offer enhanced benefits - check your contract
  • Keep copies of all medical evidence and correspondence
  • For advice and support, contact ACAS on 0300 123 1100 or Bliss (bliss.org.uk)
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Parental Bereavement Leave WidgetFloating Menu

Leave Entitlement

Parental Bereavement Leave

Up to 2 weeks leave
  • Can be taken as 2 separate weeks or 2 consecutive weeks
  • Available from day one of employment
  • No qualifying period required
  • Must be taken within 56 weeks of death or stillbirth
  • Applies if a child under 18 dies or stillbirth after 24 weeks of pregnancy

When Leave Can Be Taken

Flexible timing within 56 weeks
  • Can take leave immediately after the death or stillbirth
  • Can save some or all leave for anniversaries or difficult dates
  • Can split the 2 weeks across different time periods
  • Take time when you feel you need it most
  • No requirement to take leave continuously

Pay Entitlement

Statutory Parental Bereavement Pay

Payment for up to 2 weeks
  • £187.18 per week or 90% of average weekly earnings (whichever is lower)
  • Pay available for both weeks
  • Requires 26 weeks continuous employment
  • Must earn at least £125 per week

2025-26 tax year rate

Eligibility for Pay

Service requirements for pay only
  • Leave: Available from day one (no service requirement)
  • Pay: Requires 26 weeks service + £125/week earnings
  • Both parents can claim separately
  • Each parent gets their own 2-week entitlement

Who Can Take This Leave

Eligible Parents

Wide definition of parent
  • Biological parents
  • Adoptive parents
  • Foster parents
  • Legal guardians
  • Those with day-to-day responsibility for the child
  • Partners of a parent

When It Applies

Circumstances covered
  • Death of a child under 18 years old
  • Stillbirth after 24 weeks of pregnancy
  • Death occurs on or after 6 April 2020 (when right came into effect)
  • Applies regardless of how long you have worked for your employer

Notice Requirements

Bereavement leave has flexible notice requirements:

  • Can take leave immediately without notice
  • Inform employer as soon as reasonably practicable
  • Can notify before or after taking leave
  • No need to provide evidence initially
  • Employer may request evidence later (birth/death certificate)

Job Protection

You have protection when taking parental bereavement leave:

  • Right to return to same job after leave
  • Cannot be dismissed or treated unfairly for taking this leave
  • Protected from detriment or discrimination
  • Terms and conditions of employment continue during leave

Additional Support

Beyond statutory leave:

  • Many employers offer compassionate leave or additional support
  • Don't hesitate to discuss your needs with your employer or HR team
  • Organizations like Child Bereavement UK (childbereavementuk.org) and The Lullaby Trust (lullabytrust.org.uk) offer support services
  • Sands (stillbirth and neonatal death charity) provides support at sands.org.uk
  • Employer may be able to offer flexible working, counseling, or other support

Important Notes

  • This is a day-one right for leave (no qualifying period)
  • Pay requires 26 weeks service and minimum earnings
  • You can take leave for funeral arrangements, grieving, or when you need support
  • Each parent is entitled to their own 2 weeks of leave
  • Keep copies of any correspondence with your employer
  • For advice and support, contact ACAS on 0300 123 1100
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Rights That Apply To Everyone

Additional Rights & Protections WidgetFloating Menu

Unpaid Parental Leave

18 weeks per child (up to age 18)
  • Available for each child up to their 18th birthday
  • Must have 1 year's continuous employment
  • Can take up to 4 weeks per year per child
  • Must give at least 21 days notice
  • Employer can postpone for up to 6 months on business grounds

Time Off for Dependants

Emergency unpaid leave
  • Reasonable unpaid time off for emergencies
  • When dependant is ill, injured, or gives birth
  • When care arrangements break down
  • To deal with death of a dependant
  • Available from day one of employment
  • For unexpected situations, not planned absences

Carer's Leave

Up to 1 week (5 days) unpaid leave per year
  • To provide or arrange care for a dependant with long-term care need
  • Available from day one of employment
  • Can be taken as full weeks, individual days, or half days
  • Applies to caring for children with ongoing health conditions or disabilities
  • Separate from unpaid parental leave entitlement

Flexible Working Rights

Right to request from day one
  • All employees can request flexible working from their first day
  • Can make 2 requests in any 12-month period
  • Employer must respond within 2 months
  • Can only refuse on specific business grounds
  • Particularly relevant after returning from parental leave

Types of Flexible Working

You can request various flexible working arrangements:

  • Part-time hours
  • Compressed hours (full-time hours in fewer days)
  • Flexitime (choosing when to work within agreed limits)
  • Job sharing
  • Working from home
  • Annualized hours
  • Staggered hours

Who Counts as a Dependant?

For Time Off for Dependants and Carer's Leave:

  • Your child (including adult children)
  • Your parent, spouse, or partner
  • Someone who lives in your household (not tenant, lodger, employee)
  • Someone who reasonably relies on you for care

Important Notes

  • All these rights apply regardless of your specific parental circumstance
  • Time Off for Dependants is for unexpected emergencies only - use Carer's Leave for planned care
  • Unpaid Parental Leave can be used for things like settling child into school, spending more time with family
  • You cannot be dismissed or treated unfairly for exercising these rights
  • Keep records of all requests and employer responses
  • For advice, contact ACAS on 0300 123 1100 or Working Families (workingfamilies.org.uk)
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Workplace Protections WidgetFloating Menu

Discrimination Protection

Protected under Equality Act 2010
  • Pregnancy & maternity discrimination: Protected from unfavorable treatment during pregnancy and for 26 weeks after birth
  • Sex discrimination: Treating parents differently based on gender (e.g., assuming mothers are primary caregivers)
  • Association discrimination: Treated unfairly because of your child's characteristics
  • Cannot be refused training or development opportunities due to parental responsibilities

Protection from Dismissal

Automatically unfair dismissal
  • Cannot dismiss for pregnancy or childbirth
  • Cannot dismiss for taking or seeking family leave
  • Cannot dismiss for taking time off for dependants
  • Cannot dismiss for requesting flexible working
  • Can claim unfair dismissal without 2-year qualifying period for family-related reasons

Redundancy Protection

Enhanced protections during family leave
  • Right to suitable alternative employment: Priority over other employees for suitable vacancies
  • No need to compete: Don't have to apply or interview
  • Trial periods: Entitled to 4-week trial in new role
  • Protected period: From notification of pregnancy until leave end, plus 2 weeks after return

Caring for a Disabled Child

Additional rights and support
  • Extended unpaid parental leave: 18 weeks can be taken up to age 18 (not age 17)
  • Disability discrimination protections: Cannot be treated unfairly due to association with disabled child
  • Reasonable adjustments: Employer may need to make adjustments (flexible hours, working from home, reduced hours)

Examples of Unlawful Discrimination

  • Not shortlisting for promotion because you're pregnant or a parent
  • Refusing training or development opportunities to parents
  • Making assumptions about commitment due to childcare responsibilities
  • Refusing flexible working without proper consideration
  • Treating mothers and fathers differently for parental leave

Making a Discrimination Claim

If you believe you've experienced discrimination:

  • Talk to your employer: Try to resolve through grievance procedures
  • Keep detailed records: Document all incidents and communications
  • Get advice early: Contact ACAS Early Conciliation (0300 123 1100) - mandatory before tribunal
  • Time limits: Must submit tribunal claim within 3 months less 1 day
  • Legal support: Consider Maternity Action or employment solicitor

Important Notes

  • These protections apply to all parents regardless of circumstance
  • You cannot be selected for redundancy because of pregnancy or family leave
  • Reasonable adjustments for caring responsibilities must be genuinely considered
  • Keep copies of all correspondence
  • Free advice available from ACAS, Maternity Action, Working Families, Citizens Advice
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IVF & Fertility Treatment Rights WidgetFloating Menu

Current Position

No statutory leave for IVF
  • No automatic right to paid time off for fertility treatment
  • No specific statutory IVF leave in UK law
  • Employees must negotiate with employers
  • Can use annual leave, unpaid leave, or flexible working

Pregnancy Protection

Protection begins at embryo transfer
  • Pregnancy discrimination protection starts from embryo transfer
  • Full maternity rights apply once pregnancy confirmed
  • If unsuccessful: Protection lasts 2 weeks post-transfer
  • Cannot be dismissed or treated unfairly

Discrimination Protection

Protected under Equality Act 2010
  • Cannot be treated unfairly for undergoing IVF
  • Employers should make reasonable adjustments
  • Treatment-related absences shouldn't affect job
  • Dismissal due to IVF may be discrimination
  • Protected from detrimental treatment

Medical Appointments

Time off for appointments
  • No automatic right to paid time off
  • Employers should be flexible and supportive
  • Can request time off as sick leave if treatment causes side effects
  • Some employers offer enhanced fertility leave policies
  • Reasonable adjustment may include flexible hours for appointments
No Statutory Right:

Unlike maternity or paternity leave, there is currently no statutory entitlement to time off for IVF or fertility treatment. This means your rights depend largely on your employer's policies and willingness to accommodate.

Employer Policies

While there's no statutory requirement, many progressive employers now offer:

  • Paid fertility treatment leave (typically 3-5 days)
  • Flexible working arrangements for appointments
  • Financial support for fertility treatments
  • Access to fertility counseling or support services
  • Time off treated as medical leave rather than annual leave

Always check your employment contract and company policies.

Best Practice for Employees

  • Discuss your situation with HR or your manager early
  • Request flexible working or adjusted hours if needed
  • Keep records of all communications
  • Get medical certificates for appointments if requested
  • Know your rights under pregnancy discrimination law
  • Consider using sick leave if treatment causes significant side effects

When Pregnancy Rights Apply

For IVF pregnancies:

  • Protection from discrimination begins at embryo transfer
  • If pregnancy is successful, full maternity rights apply immediately
  • No difference in entitlements between IVF and natural conception
  • If unsuccessful, protected period lasts 2 weeks after transfer
  • Treatment side effects should be managed as medical sickness, not counted against you

Seeking Support

If you experience unfair treatment related to fertility treatment:

  • Contact ACAS: 0300 123 1100 for workplace advice
  • Fertility Network UK: fertilitynetworkuk.org for support and guidance
  • Maternity Action: For advice on pregnancy discrimination rights
  • Consider raising a formal grievance with your employer
  • Keep detailed records of any unfair treatment
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Common Questions

Answers to the most frequently asked questions about UK parental leave, pay, and your rights at work.

Maternity Leave QuestionsFloating Menu
Am I entitled to maternity leave?
Yes, all employees are entitled to 52 weeks of maternity leave from day one of employment, regardless of how long you've worked or how much you earn.
When can I start my maternity leave?
You can start your leave any time from 11 weeks before your due date. However, if you're off work due to a pregnancy-related illness in the 4 weeks before your due date, your leave starts automatically. If your baby arrives early, leave starts the day after birth.
What notice do I need to give?
You must notify your employer by the 15th week before your due date, telling them you're pregnant, your expected week of childbirth, and when you want leave to start. You'll also need to provide a MAT B1 form (maternity certificate) from your doctor or midwife.
Can I change my maternity leave start date?
Yes, you can change your start date by giving your employer at least 28 days' notice of the new date (unless this isn't reasonably practicable).

-> gov.uk/maternity-pay-leave

How much maternity pay will I receive?
Statutory Maternity Pay (SMP) is paid for up to 39 weeks:
  • First 6 weeks: 90% of your average weekly earnings
  • Remaining 33 weeks: GBP187.18 per week or 90% of earnings (whichever is lower)
Rates are for the 2025-26 tax year.
Do I qualify for Statutory Maternity Pay?
To qualify for SMP, you must have worked continuously for your employer for at least 26 weeks by the end of the 15th week before your due date, and earn an average of at least GBP125 per week. If you don't qualify, you may be eligible for Maternity Allowance instead.
Does my employer have to pay more than statutory?
No, your employer is only legally required to pay SMP. However, many employers offer enhanced maternity pay as part of their benefits package. Check your employment contract or company policy.

-> gov.uk/maternity-pay-leave/pay

Can I be made redundant while pregnant or on maternity leave?
You have special protection against redundancy from when you tell your employer you're pregnant until 18 months after your baby is born. If redundancy is necessary during this period, your employer must offer you any suitable alternative vacancy before making you redundant.
What are my rights during maternity leave?
You're entitled to all your usual employment rights except wages, including accruing holiday, employer pension contributions during paid leave (based on normal salary), contractual benefits, and protection from discrimination.
Do I return to the same job?
If returning within 26 weeks (Ordinary Maternity Leave), you're entitled to return to the same job. If returning after 26 weeks (Additional Maternity Leave), you're entitled to the same job or, if not reasonably practicable, a suitable alternative on the same terms.
Can I work during maternity leave?
Yes, you can work up to 10 Keeping in Touch (KIT) days during maternity leave without losing SMP or ending your leave. KIT days are voluntary and payment is negotiable with your employer.

-> citizensadvice.org.uk/maternity-and-parental-rights

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Paternity Leave QuestionsFloating Menu
Am I entitled to paternity leave?
You're entitled to paternity leave if you're the baby's father or the mother's partner (including same-sex partners), have been continuously employed for at least 26 weeks by the end of the 15th week before the due date, and will have responsibility for the child's upbringing.
How much paternity leave can I take?
You can take either 1 or 2 weeks of paternity leave. Since April 2024, you can now split this into two separate one-week periods if you prefer, giving you more flexibility.
When can I take paternity leave?
From April 2024, you can take paternity leave at any time within the first year after the baby is born (or placed for adoption). This is much more flexible than previously when it had to be taken within 56 days of birth.
How much notice do I need to give?
You need to give your employer 28 days' notice (reduced from previous requirements in April 2024). You'll need to tell them when the baby is due and when you want to take your leave.

-> gov.uk/paternity-pay-leave

How much will I be paid?
Statutory Paternity Pay (SPP) is GBP184.03 per week or 90% of your average weekly earnings (whichever is lower) for the 2025-26 tax year. Some employers offer enhanced paternity pay - check your contract.
What if my employer offers enhanced paternity pay?
Many employers offer more than the statutory minimum as part of their benefits package. This could include full salary for a period or a higher percentage of your earnings. Always check your employment contract or company handbook.
What are my rights during paternity leave?
During paternity leave, you continue to accrue annual holiday, maintain pension contributions (if applicable), keep contractual benefits, and are protected from discrimination. You're entitled to return to the same job after leave.

-> gov.uk/paternity-pay-leave

Can I take it in two separate weeks?
Yes! Since April 2024, you can split your paternity leave into two separate one-week periods taken at different times during the first year after birth. This gives you more flexibility to support your partner when it's most needed.
What if the baby arrives early?
If your baby is born early, you can still take your full paternity leave entitlement. Just notify your employer as soon as reasonably practicable after the birth.
Can I take paternity leave if we're adopting or using a surrogate?
Yes, paternity leave is available for adoption and surrogacy arrangements. The same eligibility criteria apply, but the leave starts from when the child is placed with you (adoption) or born (surrogacy).
Can I take both paternity leave and Shared Parental Leave?
Yes, you can take paternity leave first and then use Shared Parental Leave later. However, taking paternity leave will reduce the total amount of Shared Parental Leave available to share between you and your partner by the amount you've taken.

-> acas.org.uk/taking-paternity-leave

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Shared Parental Leave QuestionsFloating Menu
What is Shared Parental Leave?
Shared Parental Leave (SPL) allows parents to share up to 50 weeks of leave and 37 weeks of pay after the birth or adoption of a child. It gives you flexibility to split the leave between you in a way that works for your family.
How does SPL work?
The birthing parent must end their maternity leave early (curtail it), which converts the remaining leave into Shared Parental Leave. You can then divide this leave between both parents, take it at the same time, or in separate blocks throughout the first year.
How much leave can we share?
You can share up to 50 weeks of leave minus any maternity leave the birthing parent has already taken (they must take the mandatory 2 weeks post-birth). For pay, you can share up to 37 weeks of Shared Parental Pay minus any maternity pay already claimed.
Can we both take SPL at the same time?
Yes! Both parents can take SPL at the same time if you wish, allowing you to both be at home together during those important early months.

-> gov.uk/shared-parental-leave-and-pay

Are we eligible for SPL?
To be eligible, both parents must meet certain criteria: you must share responsibility for the child, the birthing parent must be entitled to maternity leave or pay, and both must have worked for at least 26 weeks in the 66 weeks before the due date and earned at least GBP123 per week.
Do we both need to work for the same employer?
No, you don't need to work for the same employer. Each parent's eligibility is assessed separately based on their own employment and earnings history.
What if one of us is self-employed?
If one parent is self-employed, they may still meet the employment and earnings test for their partner to take SPL, but they won't be able to take SPL themselves. The employed parent can still take SPL if they meet the eligibility criteria.
What if one of us doesn't work?
If one parent doesn't work, the working parent may still be eligible for SPL if they meet the individual employment requirements and the non-working parent meets the employment and earnings test (having worked recently enough).

-> gov.uk/shared-parental-leave-and-pay/eligibility

How do we plan SPL?
Start by deciding how you want to split the leave. The birthing parent must curtail their maternity leave, then both parents notify their employers. The government provides an interactive SPL planner tool to help you work out your entitlement and plan your leave blocks.
When do we need to notify our employers?
You must give your employer at least 8 weeks' notice before taking any period of SPL. The birthing parent must also give at least 8 weeks' notice to curtail (end) their maternity leave.
Can we change our SPL dates?
Yes, you can change your plans, but you must give your employer at least 8 weeks' notice of any changes. You're entitled to make up to 3 notifications about your leave periods (though some employers may be more flexible).
How do we split the leave?
You can take SPL in blocks as small as one week. You can take turns, overlap your leave, or take it at completely different times during the first year. The flexibility allows you to create a pattern that works best for your family.

-> gov.uk/plan-shared-parental-leave-pay

How much will we be paid?
Shared Parental Pay (ShPP) is paid at the same rate as Statutory Maternity Pay after the first 6 weeks: GBP184.03 per week or 90% of average weekly earnings (whichever is lower) for up to 37 weeks total, minus any SMP already claimed.
What are our rights during SPL?
During SPL, you maintain your employment rights including accruing annual leave, protection from discrimination and unfair dismissal, and the right to return to your job. Pension contributions continue during paid leave periods.
Can we work during SPL?
Yes, you can work up to 20 Shared-Parental-Leave-In-Touch (SPLIT) days during SPL without ending your leave. These are similar to KIT days and can be used for keeping up with work, training, or transitioning back.

-> acas.org.uk/shared-parental-leave-and-pay

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Adoption Leave QuestionsFloating Menu
Am I entitled to adoption leave?
You're entitled to up to 52 weeks of adoption leave if you're adopting a child through a UK or overseas adoption agency. This applies to one member of a couple (the other may be eligible for paternity leave). Leave is available from day one of employment.
How much will I be paid?
Statutory Adoption Pay (SAP) mirrors SMP: 90% of average weekly earnings for 6 weeks, then GBP187.18 per week or 90% of earnings (whichever is lower) for 33 weeks. You must have worked continuously for 26 weeks and earn at least GBP125 per week to qualify.
When does adoption leave start?
For UK adoptions, leave can start up to 14 days before the placement date or on the placement date itself. For overseas adoptions, it can start when the child arrives in the UK or within 28 days of arrival.
Can my partner also take leave?
Yes, your partner may be entitled to 1-2 weeks of paternity leave. Alternatively, you can use Shared Parental Leave to share up to 50 weeks of leave and 37 weeks of pay between you.

-> gov.uk/adoption-pay-leave

What notice do I need to give?
You must tell your employer within 7 days of being matched with a child (UK adoption) or when you receive official notification (overseas adoption). You'll need to provide a matching certificate as evidence.
What are my rights during adoption leave?
You maintain all employment rights except wages, including holiday accrual, pension contributions during paid leave, contractual benefits, and protection from discrimination. You can also work up to 10 Keeping in Touch (KIT) days.
What if we're adopting as a couple?
One of you can take adoption leave while the other takes paternity leave. Same-sex couples have the same rights. Alternatively, you can use Shared Parental Leave to divide the time more flexibly between you.

-> gov.uk/adoption-pay-leave

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Surrogacy Leave QuestionsFloating Menu
Am I entitled to leave as an intended parent via surrogacy?
Yes, intended parents via surrogacy have the same adoption leave rights. One parent can claim adoption leave (up to 52 weeks) while the other may be eligible for paternity leave (1-2 weeks). You must be applying for or have been granted a Parental Order.
What is a Parental Order?
A Parental Order legally transfers parental responsibility from the surrogate to you. You can apply between 6 weeks and 6 months after the baby's birth. You must be married, in a civil partnership, or living together as partners.
When does leave start?
Leave can start on the day the child is born or on a chosen date within 14 days after birth. You must notify your employer at least 15 weeks before the expected birth date.
Can we use Shared Parental Leave?
Yes, instead of one parent taking adoption leave and the other paternity leave, you can use Shared Parental Leave to divide up to 50 weeks of leave and 37 weeks of pay more flexibly between you.

-> gov.uk/adoption-pay-leave

-> gov.uk/become-a-childs-legal-parent

How much will we be paid?
The parent taking adoption leave receives Statutory Adoption Pay at the same rate as SMP: 90% of earnings for 6 weeks, then GBP187.18 per week or 90% (whichever is lower) for 33 weeks. The partner receives Statutory Paternity Pay at GBP187.18 per week or 90% for 1-2 weeks.
What evidence do we need to provide?
You'll need to provide: a signed declaration confirming you're applying for a Parental Order, the due date, and when you want leave to start. Unlike adoption, you don't receive a matching certificate, so the declaration is crucial.
Who gets adoption leave and who gets paternity leave?
You decide between you which parent takes adoption leave and which takes paternity leave. The decision is usually based on who has better employment benefits or who needs longer off work.

-> gov.uk/paternity-pay-leave/adoption

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Neonatal Care Leave QuestionsFloating Menu
What is Neonatal Care Leave?
Introduced from 6 April 2025, this is a new statutory right providing up to 12 weeks of additional paid leave for parents whose baby requires neonatal care for 7 consecutive days or more. This is separate from and additional to standard maternity, paternity, or adoption leave.
Who is eligible?
Both parents are eligible for neonatal care leave from day one of employment if their baby is admitted to hospital and receives neonatal care for at least 7 consecutive days. There's no qualifying service period required.
How much leave can I take?
You can take up to 12 weeks of leave. The entitlement is per parent, so both parents can take up to 12 weeks each. Leave can be taken in blocks of at least one week at a time during the baby's first year.
Can both parents take it at the same time?
Yes, both parents can take neonatal care leave at the same time, allowing you to support each other and be with your baby during this challenging period.

-> gov.uk/neonatal-care-leave-pay

Do I get paid during neonatal care leave?
Yes, Statutory Neonatal Care Pay is available for up to 12 weeks at GBP184.03 per week or 90% of your average weekly earnings (whichever is lower). You must have worked continuously for 26 weeks and earn at least GBP123 per week to qualify for pay.
Is this separate from maternity/paternity leave?
Yes, neonatal care leave is completely separate from and additional to standard family leave entitlements. You don't lose any of your maternity, paternity, or adoption leave by taking neonatal care leave.
How do I apply?
Notify your employer as soon as reasonably practicable. You'll need to provide evidence that your baby has been admitted for neonatal care for at least 7 consecutive days. Your employer may request this in the form of a letter from the hospital.
What notice do I need to give?
You should notify your employer as soon as possible. Given the unpredictable nature of neonatal care, the notice requirements are flexible - just inform them as soon as reasonably practicable after the baby's admission.

-> gov.uk/neonatal-care-leave-pay

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Key Terminology

A list of terms and acronyms you might come across when exploring maternity and other forms of parental leave.

Key TerminologyFloating Menu
AML (Additional Maternity Leave)
The second 26 weeks of maternity leave (weeks 27-52). During AML, you're entitled to return to the same job or, if not reasonably practicable, a suitable alternative role on equivalent terms and conditions.
AWE (Average Weekly Earnings)
Your average gross weekly pay calculated over a specific reference period (typically 8 weeks before the qualifying week). This figure determines whether you qualify for statutory payments and how much you'll receive during the first 6 weeks of SMP when you receive 90% of your AWE.
EWC (Expected Week of Childbirth)
The week your baby is due to be born, as confirmed on your MATB1 certificate. This is the critical reference point used to calculate eligibility dates, qualifying weeks, when you can start leave, and statutory payment periods.
KIT Days (Keeping in Touch Days)
Up to 10 days you can work during maternity, adoption, or shared parental leave without losing statutory pay or ending your leave period. Payment for KIT days is negotiable with your employer and they're voluntary for both parties. Useful for training, important meetings, or easing back into work.
MA (Maternity Allowance)
A government benefit for pregnant women who don't qualify for Statutory Maternity Pay - typically self-employed workers, those who recently changed jobs, or those earning below the SMP threshold. Paid by Jobcentre Plus for up to 39 weeks at GBP184.03 per week or 90% of average weekly earnings (whichever is lower).
MATB1
Official maternity certificate issued by your midwife or GP around 20 weeks of pregnancy. This document confirms your pregnancy, states your due date (EWC), and serves as proof for claiming maternity pay and leave. You must provide this to your employer to receive Statutory Maternity Pay.
OML (Ordinary Maternity Leave)
The first 26 weeks of maternity leave. During OML, you have an automatic right to return to exactly the same job with the same terms and conditions. All contractual benefits (except wages) continue during this period, including holiday accrual and pension contributions during paid leave.
QW (Qualifying Week)
The 15th week before your Expected Week of Childbirth - a crucial date for determining SMP eligibility. By the end of this week, you must have worked continuously for your employer for at least 26 weeks and earned an average of GBP123 per week to qualify for Statutory Maternity Pay.
ShPL (Shared Parental Leave)
A flexible arrangement allowing parents to share up to 50 weeks of leave and 37 weeks of statutory pay after the birth or adoption of a child. Parents can take leave at the same time or in separate blocks. Requires both parents to meet eligibility criteria and the mother to curtail her maternity leave.
SMP (Statutory Maternity Pay)
The legal minimum maternity pay employers must provide to eligible employees. Paid for up to 39 weeks: first 6 weeks at 90% of average earnings, then 33 weeks at GBP184.03 per week or 90% of earnings (whichever is lower). Rates updated annually each April.
SPL (Statutory Paternity Leave)
Leave for partners when a child is born or adopted. As of April 2024, this can be taken flexibly as either one continuous block of 1-2 weeks or split into two separate one-week periods anytime within the first year. Requires only 28 days' notice (reduced from previous requirements).
Compulsory Maternity Leave
The mandatory period you must take off work after giving birth - minimum 2 weeks for most workers, or 4 weeks if you work in a factory. This is a legal requirement for health and safety reasons and cannot be waived. Your maternity leave automatically starts if you give birth before your planned start date.
Enhanced/Occupational Maternity Pay
Additional maternity pay offered by some employers that exceeds the statutory minimum. This varies by employer and may include full salary for a period, higher percentage of earnings, or extended paid leave beyond 39 weeks. Always check your employment contract, staff handbook, or company policy as these schemes can significantly improve your maternity pay.
Holiday Accrual
Your statutory annual leave entitlement continues to build up during all periods of maternity, paternity, adoption, or shared parental leave - whether paid or unpaid. You cannot lose holiday by taking family leave. This accrued holiday can be taken before returning to work, added to your leave, or carried over depending on your employer's policy.
Maternity Pay Eligibility
To qualify for Statutory Maternity Pay, you must have worked continuously for your employer for at least 26 weeks by the end of the 15th week before your due date (the qualifying week), and earn an average of at least GBP123 per week. If you don't meet these criteria, you may be eligible for Maternity Allowance instead.
Neonatal Care Leave
New statutory right introduced from 6 April 2025 providing up to 12 weeks of additional paid leave for parents whose baby requires neonatal care for 7 consecutive days or more. This leave is separate from and additional to standard maternity, paternity, or adoption leave, recognising the extra time needed when a baby needs specialist hospital care.
Paternity Leave (2024 Changes)
Since April 2024, paternity leave has become more flexible. Partners can now take their 1-2 weeks of leave at any point during the baby's first year (previously had to be within 56 days of birth), split it into two separate one-week blocks if preferred, and only need to give 28 days' notice instead of the previous longer notice periods.
Redundancy Protection
Enhanced protection against redundancy from when you notify your employer of your pregnancy until 18 months after your baby is born (extended from 6 months in April 2024). If redundancy is necessary during this protected period, your employer must offer you any suitable alternative vacancy before making you redundant. Failure to do so may constitute automatic unfair dismissal and pregnancy discrimination.
Right to Return
Your legal entitlement to return to work after maternity leave. If returning during or at the end of Ordinary Maternity Leave (first 26 weeks), you have the right to return to exactly the same job. If returning during or after Additional Maternity Leave (weeks 27-52), you have the right to return to the same job or, if that's not reasonably practicable, a suitable alternative role with equivalent terms, conditions, and status.
Statutory Maternity Leave
Your legal entitlement to up to 52 weeks of job-protected leave when having a baby - comprising 26 weeks Ordinary Maternity Leave plus 26 weeks Additional Maternity Leave. This right is available to all employees from their first day of employment, regardless of length of service or earnings. Leave and pay are separate entitlements with different eligibility criteria.
Suitable Alternative Vacancy
If your job becomes redundant during the protected period (pregnancy through to 18 months after birth), your employer must offer you any available alternative role that is appropriate and not substantially less favourable in terms of capacity, place of work, pay, and other terms and conditions. You have priority over other redundant employees and external candidates for these roles.
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Resource Directory

Helpful links to official UK resources, government guidance, and support organisations.

Organizations DirectoryFloating Menu

GOV.UK

Website: www.gov.uk

Official UK government portal for maternity, paternity, adoption, and shared parental leave guidance. Includes statutory pay calculators and downloadable forms.

ACAS

Helpline: 0300 123 1100 (Mon-Fri, 8am-6pm)

Website: www.acas.org.uk

Advisory, Conciliation and Arbitration Service. Free, impartial advice on employment rights, workplace issues, and resolving disputes around family leave.

Citizens Advice

Website: www.citizensadvice.org.uk

Free, confidential advice on parental leave rights, pay, discrimination, and workplace issues. Local offices across the UK.

MoneyHelper

Website: www.moneyhelper.org.uk

Free, impartial money and pensions guidance. Includes maternity pay calculators, budgeting tools, and financial planning resources for new parents.

Turn2us

Helpline: 0808 802 2000 (Mon-Fri, 9am-5pm)

Website: www.turn2us.org.uk

Charity helping people access welfare benefits, grants, and financial support. Free benefits calculator to check family entitlements.

Entitled To

Website: www.entitledto.co.uk

Free benefits calculator to check entitlement to tax credits, Universal Credit, and other family benefits during parental leave.

Bliss

Helpline: 0808 801 0322

Website: www.bliss.org.uk

UK's leading charity for babies born premature or sick. Provides family support, information on neonatal care leave rights, and hospital support services.

The Smallest Things

Website: www.thesmallestthings.com

Charity campaigning for improved neonatal care and supporting families with babies in neonatal units.

Tommy's

Pregnancy Line: 0800 014 7800 (Mon-Fri, 9am-5pm)

Email: [email protected]

Website: www.tommys.org

UK's largest pregnancy and baby loss charity. Provides support for miscarriage, stillbirth, ectopic pregnancy, molar pregnancy, neonatal death, and termination for medical reasons.

Sands

Helpline: 0808 164 3332 (Mon-Fri, 10am-3pm; Tue & Thu, 6pm-9pm)

Email: [email protected]

Website: www.sands.org.uk

Leading UK charity supporting anyone affected by stillbirth or neonatal death. Provides helpline, email support, online groups, and UK-wide network of local support groups.

The Miscarriage Association

Helpline: 01924 200 799 (Mon, Tue & Thu, 9am-4pm; Wed & Fri, 9am-8pm)

Email: [email protected]

Website: www.miscarriageassociation.org.uk

Charity providing support and information for anyone affected by miscarriage, ectopic pregnancy, or molar pregnancy. Offers helpline, live chat, and Zoom support groups.

Petals

Website: www.petalscharity.org

Baby loss counselling charity providing free specialist counselling to women, men, and couples experiencing pregnancy or baby loss.

Aching Arms

Website: www.achingarms.co.uk

National charity supporting parents after baby loss during pregnancy, at birth, or soon after. Donates comfort bears to hospitals and provides support services.

Child Bereavement UK

Helpline: 0800 02 888 40 (Mon-Fri, 9am-5pm)

Email: [email protected]

Website: www.childbereavementuk.org

Charity supporting families when a baby or child dies or when a child is facing bereavement. Provides training for professionals, information resources, and a helpline.

The Lullaby Trust

Bereavement Support Helpline: 0808 802 6868

Website: www.lullabytrust.org.uk

UK charity providing expert advice on safer sleep for babies and emotional support for bereaved families. Offers specialist bereavement support for families affected by SIDS.
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