Navigate maternity and 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 (in development) —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(Reviews coming soon)

"Ready to start planning?"

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

Just getting started?"Visit our Information & Support page 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.

© 2026 smplrHR. All rights reserved. PO Box 7169, Poole, BH15 9EL

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 guide guide if you are unsure of your status.

The Complete Maternity Leave Toolkit (Desktop & Android Version)

Plan your UK maternity leave with confidence. Designed specifically for UK employees, our step-by-step guidance and calculators cover key dates, take-home pay, annual leave, and phased return planning. Works on Desktop (Mac/PC) and Android devices. iPhone/iPad version in development

What's Inside...

Everything you need to plan your maternity leave with confidence

UK Maternity Key Dates Calculator

Calculate your earliest leave start date, notification deadlines, qualifying week, and SMP eligibility dates

UK Maternity Pay Calculator

Estimate your take-home pay during maternity leave with tax and National Insurance deductions calculated

UK Maternity Annual Leave Calculator

Calculate annual leave accrual during maternity leave and plan your phased return to work

Comprehensive Planning Guide

60+ page guide covering your rights, notifications, pregnancy management in the workplace, leave planning, and returning to work

Plus: User Guide, Letter Templates, Checklists, Planning Tools & More!

Everything you need to navigate UK maternity leave from notification through to your return to work

See It In Action

Professional, easy-to-use calculators designed specifically for UK employees

Pay Calculator PreviewFloating Menu

UK Maternity Pay Calculator

Estimate what you'll take home each month during your maternity leave. After-tax calculations means you can estimate your take-home pay, not just gross amounts. See how Tax, National Insurance, student loan deductions, and pension contributions could impact on your pay.

  • Aligned to 2026/2027 tax year with current rates and thresholds
  • Company enhanced maternity policy – add your employer's enhanced pay on top of statutory
  • KIT days planning – see how Keeping in Touch days boost your monthly pay
  • Individual monthly payslips – complete breakdown for every month of your leave
  • All deductions included – Tax, NI, student loans (all plans), and pension

Enter Your Details

↓

Your Maternity Leave Pay Summary

Total Gross
£18,247
Take-Home
£15,982
Deductions
£2,265

Monthly Payslips

January 2027
£1,431.24
Gross Pay£1,657.62
Income Tax-£124.71
National Insurance-£59.67
Pension (5%)-£42.00
Net Pay£1,431.24
Key Dates Calculator PreviewFloating Menu

UK Maternity Key Dates Calculator

Never miss a crucial deadline. From when to notify your employer to when you can start your leave, get all your statutory dates and qualifying weeks calculated in seconds – no more counting weeks on your fingers or second-guessing important timelines.

  • Employed by date for SMP – know if you've been with your employer long enough to qualify
  • Qualifying week – the 15th week before birth that determines your SMP eligibility
  • Notification deadline – when you must inform your employer by the end of the qualifying week
  • Earliest leave start – know when your maternity leave can begin
  • Interactive SMP checker – confirm you meet all criteria for Statutory Maternity Pay

Your Key Statutory Dates

Earliest Maternity Leave Start Date

11 October 2026

Notification Deadline

20 September 2026

Qualifying Week

13-19 September 2026

Employed By Date (for SMP)

22 March 2026

Sickness Trigger Date

29 November 2026
Plus: Interactive SMP eligibility checker with real-time feedback on all criteria
Annual Leave Calculator PreviewFloating Menu

UK Maternity Annual Leave Calculator

Plan your return to work strategically. See how much annual leave you'll build up during maternity leave, when you could take it, and how to use it for a gradual phased return that works for you and your family.

  • Set your annual leave year – custom start date aligned to your employer's leave year
  • Works with any working pattern – input your hours per week and working days
  • Calculate in days OR hours – toggle between formats to match your contract
  • Includes bank holidays – choose your UK region for accurate calculations
  • Latest return planning – see how far you can extend using accumulated leave
  • Interactive phased return planner – model different gradual return patterns

Your Annual Leave Summary

Your Annual Leave Available
31
days

This is broken down as follows:

2025/26 Entitlement
15 days
Remaining at start of maternity
2026/27 Entitlement
16 days
of which 11 days accrued during maternity
Bank Holidays
8 days
Paid in addition
💡 Latest Possible Return
If you used all your remaining leave (31 days) from your planned return date, your latest return would be:
15 September 2027
Planned return 22 Jun 2027 + 31 working days = 15 Sep 2027
Plus: Interactive phased return planner showing how to use leave for gradual return patterns

How It Works

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Know Your Rights - Personalised Guide (Free!)

Not sure what parental leave and pay you're actually entitled to? You're not alone. Our free interactive calculator gives you a personalised breakdown of your rights based on your situation — whether you're a birth parent, partner, adopter, or surrogacy parent. Whatever your circumstance we've got you covered.Sign up below to receive a link to our interactive calculator, where you can save a copy of your personalised results as a handy PDF guide — yours to keep.

The Shared Parental Leave Toolkit (in development)

More information coming soon....

© 2026 smplrHR. All rights reserved. PO Box 7169, Poole, BH15 9EL

Information & Support

Resources to help you navigate parental leave with confidence

Understanding your parental leave rights is the first step to planning with confidence. We've organised 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? Click the link below to find out more.

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

Your Circumstance

Birth Parent Rights Widget - Updated April 2026Floating 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: £194.32/week (2026-27 tax year) or 90% (whichever is lower)
  • Requires 26 weeks service + earn £129/week minimum

2026-27 tax year rates

Shared Parental Pay (ShPP)

Share up to 37 weeks of pay
  • £194.32/week (2026-27 tax year) or 90% of earnings (whichever is lower)
  • Comes from unused maternity pay entitlement
  • Both parents must meet employment and earnings tests

2026-27 tax year rates

Maternity Allowance

If you don't qualify for SMP
  • Up to 39 weeks of pay from government
  • £194.32/week (2026-27 tax year) or 90% of earnings (whichever is lower)
  • For self-employed or those without enough service
  • Claim through Jobcentre Plus

2026-27 tax year rates

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
  • Terms and conditions protected during leave
  • Cannot be dismissed for pregnancy-related reasons

Enhanced Redundancy Protection

Priority for suitable alternative jobs - 18 months from birth
  • Protection starts from date you notify employer of pregnancy
  • Lasts until 18 months from date of child's birth
  • Must be offered any suitable alternative vacancy before other employees
  • Applies even if other colleagues more suitable for role
  • Continues after you return to work (until 18-month point)
  • If pregnancy ends before 24 weeks: protection lasts 2 weeks after pregnancy ends

Pregnancy & Maternity Discrimination Protection

Protected period from pregnancy until end of maternity leave
  • Protection starts when you become pregnant
  • Ends when you return to work after maternity leave (or 2 weeks after pregnancy ends if no maternity leave)
  • Cannot be dismissed or selected for redundancy due to pregnancy or maternity leave
  • Cannot be treated unfairly, disadvantaged, or harassed
  • Pregnancy-related sickness cannot count negatively in absence records
  • Protected from unfavourable treatment during and after maternity leave

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

Important Notes - Updated April 2026

  • All rates shown are for 2026-27 tax year
  • Maternity leave and pay rules for birth parents remain unchanged
  • Your partner's paternity leave is now a day-one right (from 6 April 2026)
  • Partner can now take paternity leave before or after shared parental leave
  • Many employers offer enhanced benefits beyond statutory minimums - check your contract
  • For advice and support, contact ACAS on 0300 123 1100
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Partner of Birth Parent Rights Widget - Updated April 2026Floating Menu

Your Leave Rights

Paternity Leave

1 or 2 weeks leave
  • Choose 1 week or 2 consecutive weeks
  • Must be taken within 52 weeks of birth or placement
  • Can start from date of birth or predetermined date
  • Available from day one of employment (no service requirement)
  • Can be taken before OR after Shared Parental Leave

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
  • £194.32/week (2026-27 tax year) or 90% of average weekly earnings (whichever is lower)
  • Requires 26 weeks continuous employment by 15th week before due date
  • Must earn at least £129/week

Shared Parental Pay (ShPP)

Share up to 37 weeks of pay
  • £194.32/week (2026-27 tax year) 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

NEW: Bereaved Partner's Paternity Leave (from 6 April 2026)

If the mother/birthing parent dies within the first year of the child's life:

  • Up to 52 weeks of UNPAID leave (by law)
  • Day-one right (no service requirement)
  • Leave can be taken at any point within 52 weeks of the child's birth
  • Can be combined with other leave types
  • Employer may choose to offer paid leave (not statutory requirement)

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 - STANDARD (all parents): Notify employer by 15th week before due date stating expected week of birth, then give 28 days notice before leave starts
  • For Paternity Leave - TRANSITIONAL EXCEPTION: If you're newly eligible (due to day-one right) AND baby due 5 April - 25 July 2026, you can give just 28 days notice instead
  • Changing paternity 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 - Updated April 2026

  • All rates shown are for 2026-27 tax year
  • Paternity leave is now a day-one right (from 6 April 2026) - no service requirement for leave
  • Statutory pay still requires 26 weeks service and £129/week earnings
  • Paternity leave must be taken within 52 weeks (extended from 56 days)
  • Can now take paternity before or after shared parental leave
  • Many employers offer enhanced benefits beyond statutory minimums - check your contract
  • 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: £194.32/week (2026-27 tax year) or 90% (whichever is lower)
  • Requires 26 weeks service by matching week + earn £129/week minimum
  • Same rates as maternity pay

2026-27 tax year rates

Shared Parental Pay (ShPP)

Share up to 37 weeks of pay
  • £194.32/week (2026-27 tax year) 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
  • Terms and conditions protected during leave
  • Cannot be dismissed for adoption-related reasons

Enhanced Redundancy Protection

Priority for suitable alternative jobs - 18 months from placement
  • Protection starts from beginning of adoption leave
  • Lasts until 18 months from date of child's placement
  • Must be offered any suitable alternative vacancy before other employees
  • Applies even if other colleagues more suitable for role
  • Continues after you return to work (until 18-month point)

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 2026-27 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 Widget - Updated April 2026Floating Menu

Your Leave Rights

Paternity Leave (Adoption)

1 or 2 weeks leave
  • Choose 1 week or 2 consecutive weeks
  • Must be taken within 52 weeks of child's placement
  • Can start from date of placement or predetermined date
  • Available from day one of employment (no service requirement)
  • Can be taken before OR after Shared Parental Leave

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
  • £194.32/week (2026-27 tax year) or 90% of average weekly earnings (whichever is lower)
  • Requires 26 weeks continuous employment by matching week
  • Must earn at least £129/week

Shared Parental Pay (ShPP)

Share up to 37 weeks of pay
  • £194.32/week (2026-27 tax year) 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

NEW: Bereaved Partner's Paternity Leave (from 6 April 2026)

If the main adopter/primary adopting parent dies within the first year of the child's placement:

  • Up to 52 weeks of UNPAID leave (by law)
  • Day-one right (no service requirement)
  • Leave can be taken at any point within 52 weeks of the child's placement for adoption
  • Can be combined with other leave types
  • Employer may choose to offer paid leave (not statutory requirement)

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 (Adoption) - STANDARD (all adopters): Notify employer within 7 days of being matched with child
  • For Paternity Leave (Adoption) - TRANSITIONAL EXCEPTION: If you're newly eligible (due to day-one right) AND child placed on or after 6 April 2026, you can give 28 days notice after receiving official notification instead
  • Changing paternity 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 - Updated April 2026

  • All rates shown are for 2026-27 tax year
  • Paternity leave is now a day-one right (from 6 April 2026) - no service requirement for leave
  • Statutory pay still requires 26 weeks service and £129/week earnings
  • Paternity leave must be taken within 52 weeks (extended from 56 days)
  • Can now take paternity before or after shared parental leave
  • 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 Widget - Updated April 2026Floating 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 52 weeks of birth
  • Available from day one of employment (no service requirement from 6 April 2026)
  • Can be taken before OR after Shared Parental Leave (from 6 April 2026)

Your Pay Rights

Statutory Adoption Pay (SAP)

If taking adoption leave - 39 weeks
  • First 6 weeks: 90% of average weekly earnings
  • Remaining 33 weeks: £194.32/week (2026-27 tax year) or 90% (whichever is lower)
  • Requires 26 weeks service + earn £129/week minimum
  • Must be applying for parental order

Statutory Paternity Pay (SPP)

If taking paternity leave - 1 or 2 weeks
  • £194.32/week (2026-27 tax year) or 90% of average weekly earnings (whichever is lower)
  • Requires 26 weeks continuous employment
  • Must earn at least £129/week

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

NEW: Bereaved Partner's Paternity Leave (from 6 April 2026)

If the other intended parent dies within the first year of the child's life:

  • Up to 52 weeks of UNPAID leave (by law)
  • Day-one right (no service requirement)
  • Leave can be taken at any point within 52 weeks of birth
  • Must have main responsibility for child's upbringing
  • Employer may choose to offer paid leave (not statutory requirement)

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 - STANDARD (all parents): Notify employer by 15th week before expected week of birth, then give 28 days notice before leave starts
  • For Paternity Leave - TRANSITIONAL EXCEPTION: If you're newly eligible (due to day-one right) AND baby due 5 April - 25 July 2026, you can give just 28 days notice instead
  • Changing dates: Give 28 days notice to change start date
  • Returning early: Give 8 weeks notice to return before planned date

Important Notes - Updated April 2026

  • All rates shown are for 2026-27 tax year
  • Paternity leave is now a day-one right (from 6 April 2026) - no service requirement for leave
  • Statutory pay still requires 26 weeks service and £129/week earnings
  • Paternity leave must be taken within 52 weeks (extended from 56 days)
  • Can now take paternity before or after shared parental leave
  • 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
  • £194.32/week (2026-27 tax year) or 90% of average weekly earnings (whichever is lower)
  • Requires 26 weeks continuous employment
  • Must earn at least £129/week
  • Available from 6 April 2025

2026-27 tax year rates

Eligibility for Pay

Service requirements for pay only
  • Leave: Available from day one (no service requirement)
  • Pay: Requires 26 weeks service + £129/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
  • £194.32/week (2026-27 tax year) or 90% of average weekly earnings (whichever is lower)
  • Pay available for both weeks
  • Requires 26 weeks continuous employment
  • Must earn at least £129/week

2026-27 tax year rates

Eligibility for Pay

Service requirements for pay only
  • Leave: Available from day one (no service requirement)
  • Pay: Requires 26 weeks service + £129/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 - Updated April 2026

  • 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
  • Note: This is different from Bereaved Partner's Paternity Leave (introduced April 2026), which provides up to 52 weeks unpaid leave when a mother/primary adopter dies within the first year
  • All rates shown are for 2026-27 tax year
  • Keep copies of any correspondence with your employer
  • For advice and support, contact ACAS on 0300 123 1100
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Bereaved Partner's Paternity Leave WidgetFloating Menu

Leave Entitlement

Bereaved Partner's Paternity Leave

Up to 52 weeks of UNPAID leave
  • Available when mother/birthing parent or primary adopter dies within the first year of child's life or placement
  • Applies to deaths on or after 6 April 2026
  • Available from day one of employment (no service requirement)
  • Must have main responsibility for child's upbringing
  • Can be taken in blocks or continuously

When Leave Can Be Taken

Flexible timing within 52 weeks
  • Leave can be taken at any point within 52 weeks of child's birth (birth cases)
  • Or within 52 weeks of child's placement for adoption (adoption cases)
  • Or within 52 weeks of child's entry into Great Britain (overseas adoption)
  • Can take all 52 weeks or only what you need
  • Can split into blocks to match your circumstances

Who Can Take This Leave

Eligible Partners

When the other parent dies
  • Partner of mother/birthing parent who dies within first year of child's life
  • Partner of primary adopter who dies within first year of child's placement
  • Intended parent in surrogacy where other intended parent dies
  • Must have (or expect to have) main responsibility for child's upbringing
  • Applies to married, civil partner, or living together relationships

Special Circumstances

Extended entitlements in certain situations
  • If child also dies: entitled to remain on leave for up to 8 weeks after child's death
  • If adopted child returned to agency: entitled to remain on leave for up to 8 weeks after return
  • These extensions allow time to grieve and make arrangements
  • Protected from dismissal during these periods

Pay and Employment Rights

Statutory Pay Status

UNPAID by law
  • There is no statutory pay entitlement for this leave
  • The leave is unpaid under UK employment law
  • Some employers may choose to offer paid leave (not required)
  • Check your contract or speak to HR about company policies
  • You may be eligible for benefits - contact your local Jobcentre Plus

Job Protection

Right to return to work
  • 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
  • Annual leave continues to accrue

How It Works With Other Leave

Relationship with other entitlements
  • Can be taken instead of or after paternity leave
  • Can be taken instead of or after shared parental leave
  • Gives flexibility to use statutory leave first, then this leave
  • Or can take this leave immediately if preferred
  • Choice depends on your financial and personal circumstances

Annual Leave Accrual

Holiday continues to build up
  • Minimum 5.6 weeks continues to accrue during leave
  • Cannot take annual holiday during bereaved partner's leave
  • Can use accrued holiday before or after leave
  • Employer may allow carry-over of unused holiday

Notice Requirements

Notice requirements are compassionate and flexible given the circumstances:

  • Within 8 weeks of bereavement: Give oral or written notice before the first day of leave
  • After 8 weeks of bereavement: Give at least 1 week's written notice
  • Notice must include: Your relationship to the child, declaration the leave is to care for the child, and intended return to work date
  • Evidence: Employer may request evidence (death certificate, birth/adoption certificate)

Difference from Parental Bereavement Leave

These are two separate entitlements for different circumstances:

  • Parental Bereavement Leave: Up to 2 weeks when a child under 18 dies or stillbirth. This is PAID (statutory rate).
  • Bereaved Partner's Paternity Leave: Up to 52 weeks when the mother/primary adopter dies within first year. This is UNPAID.
  • Both are day-one rights with no service requirement for leave
  • You may be entitled to both in the most tragic circumstances

Who This Applies To

This leave is available in these situations:

  • Birth cases: When the mother/birthing parent dies within 52 weeks of the child's birth
  • Adoption cases: When the primary adopter dies within 52 weeks of the child's placement
  • Surrogacy cases: When one intended parent dies within 52 weeks of the child's birth
  • Overseas adoption: When the primary adopter dies within 52 weeks of the child entering Great Britain

Support and Advice

During this incredibly difficult time, support is available:

  • For employment rights advice, contact ACAS on 0300 123 1100
  • Cruse Bereavement Support: crusebereavementcare.org.uk or 0808 808 1677
  • Child Bereavement UK: childbereavementuk.org or 0800 02 888 40
  • Widowed and Young: widowedandyoung.org.uk for peer support
  • Sands (if pregnancy loss): sands.org.uk or 0808 164 3332
  • Many employers offer additional compassionate leave and support beyond statutory requirements

Important Notes

  • This is a new statutory right from 6 April 2026
  • It's a day-one right - no qualifying period for leave
  • The leave is UNPAID by law, though some employers may offer paid leave
  • You may be able to claim benefits during unpaid leave - contact Jobcentre Plus
  • This leave is separate from Parental Bereavement Leave (which is paid)
  • Keep copies of all correspondence with your employer
  • There is no requirement to use other leave types first - you can take this leave immediately if needed
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Rights That Apply To Everyone

Additional Rights & Protections Widget - Updated April 2026Floating Menu

Universal Family Leave Rights

Unpaid Parental Leave

18 weeks per child until 18th birthday
  • Available from day one of employment (no service requirement)
  • Maximum 4 weeks per year per child
  • Can be taken in blocks of 1 week minimum
  • Used for school visits, settling in, general care
  • Must give 21 days notice before intended start date
  • Annual leave continues to accrue

Time Off for Dependants

Reasonable unpaid time off for emergencies
  • Day-one right (no service requirement)
  • For unexpected disruption or emergency
  • Covers: injury, illness, birth, death, childcare breakdown
  • Usually 1-2 days to arrange care
  • Must notify employer as soon as reasonably practicable

Carer's Leave

5 days per year (from April 2024)
  • Day-one right (no service requirement)
  • Unpaid leave to care for dependants with long-term care needs
  • Can be taken flexibly (days or half days)
  • Does not need to be continuous
  • For planned caring responsibilities

Flexible Working Rights

Right to Request Flexible Working

Day-one right (from April 2024)
  • Can make 2 requests per year
  • Employer must respond within 2 months
  • Cannot be unreasonably refused
  • Request must be considered properly

Types of Flexible Working

Many options available:
  • Part-time working (reduced hours)
  • Flexitime (variable start/finish times)
  • Compressed hours (full-time hours in fewer days)
  • Remote/home working
  • Job sharing
  • Annualised hours

Who Counts as a Dependant?

For time off for dependants and carer's leave purposes, a dependant is:

  • Your spouse, partner, or civil partner
  • Your child
  • Your parent
  • Someone who lives in your household (not tenant/lodger/employee)
  • Anyone who reasonably relies on you for care in an emergency

Difference Between Emergency and Planned Care

Time Off for Dependants: Unexpected emergencies only (child suddenly ill, care arrangement breaks down)

Carer's Leave: Planned caring for someone with long-term needs (taking parent to hospital appointment, caring for disabled child)

Unpaid Parental Leave: General childcare and bonding (school visits, spending time with child, settling into new school)

Important Notes - Updated April 2026

  • Unpaid Parental Leave is now a day-one right (from 6 April 2026) - no service requirement
  • All other rights apply regardless of your circumstance (birth parent, adoptive parent, partner, etc.)
  • Cannot be dismissed or treated unfairly for exercising these rights
  • Employers may offer enhanced rights - check your contract
  • For flexible working, employers can refuse only for specific business reasons
  • Keep records of all requests and employer responses
  • For advice and support, contact ACAS on 0300 123 1100
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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: £194.32 per week or 90% of earnings (whichever is lower)
Rate shown is for 2026/27 tax year - check GOV.UK for current rates.
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 £129 per week. Threshold shown is for 2026/27 tax year - check GOV.UK for current rates. 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?
From 6 April 2026, paternity leave is a day one right - you can take the leave from your first day of employment. You're entitled if you're the baby's father or the mother's partner (including same-sex partners) and will have responsibility for the child's upbringing.
Do I get PAID paternity leave from day one?
From 6 April 2026, you can take paternity LEAVE from day one with no qualifying period. However, Statutory Paternity PAY still requires 26 weeks of continuous employment by the end of the 15th week before the due date, and earning an average of at least £129 per week. So you can take the time off immediately, but may not get statutory pay unless you meet the pay eligibility criteria. Threshold shown is for 2026/27 tax year - check GOV.UK for current rates.
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 52 weeks of the baby being 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?
The standard notice requirements are to notify your employer by the 15th week before the baby is due, and give 28 days' notice before your leave starts. However, there's a temporary exception for newly eligible parents with babies due between 5 April - 25 July 2026. If you became newly eligible on 6 April 2026 (because paternity leave became a day one right), and your baby is due in this window, you only need to give 28 days' notice. This exception exists because the standard 15-week notice would have been due before you were eligible, making it impossible to access your new day one right. For babies due 26 July 2026 onwards, everyone uses the standard notice requirements: notify by the 15th week before the due date, then give 28 days' notice before your leave starts. If you need to change your dates, give at least 28 days' notice of the new date.

-> gov.uk/paternity-pay-leave

How much will I be paid?
Statutory Paternity Pay (SPP) is £194.32 per week or 90% of your average weekly earnings (whichever is lower). Rate shown is for 2026/27 tax year - check GOV.UK for current rates. 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 and Shared Parental Leave in any order - they are separate entitlements. Taking paternity leave does not reduce the amount of Shared Parental Leave available to share between you and your partner. The SPL pool is only affected by how much maternity or adoption leave the birth parent/primary adopter takes before curtailing it.
Can I take paternity leave AFTER we've already taken Shared Parental Leave?
Yes! From 6 April 2026, the restriction preventing partners from taking paternity leave after Shared Parental Leave has been removed. You can now take your paternity leave even if SPL has already been used.
What is Bereaved Partner's Paternity Leave?
NEW from 6 April 2026. If the mother (or primary adopter in adoption cases, or primary intended parent in surrogacy) dies within the first 52 weeks after birth or adoption, the surviving partner can take up to 52 weeks of unpaid leave to care for the child. This is a day one right available immediately with no qualifying period. The leave is unpaid but you maintain all employment rights and protections. You can give oral notice if you need to start the leave within 8 weeks of the bereavement.

-> 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: £194.32 per week or 90% of average weekly earnings (whichever is lower) for up to 37 weeks total, minus any SMP already claimed. Rate shown is for 2026/27 tax year - check GOV.UK for current rates.
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 £194.32 per week or 90% of earnings (whichever is lower) for 33 weeks. Rate shown is for 2026/27 tax year - check GOV.UK for current rates. You must have worked continuously for 26 weeks and earn at least £129 per week to qualify. Threshold shown is for 2026/27 tax year - check GOV.UK for current rates.
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.
What if the primary adopter dies?
NEW from 6 April 2026: Bereaved Partner's Paternity Leave. If the primary adopter dies within 52 weeks of placement, the surviving partner can take up to 52 weeks of unpaid leave to care for the child. This is a day one right with no qualifying period. You maintain full employment rights during this leave and can give oral notice if needed within 8 weeks of bereavement.

-> 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 £194.32 per week or 90% (whichever is lower) for 33 weeks. Rate shown is for 2026/27 tax year - check GOV.UK for current rates. The partner receives Statutory Paternity Pay at £194.32 per week or 90% for 1-2 weeks. Rate shown is for 2026/27 tax year - check GOV.UK for current rates.
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.
What if the primary intended parent (primary carer) dies?
NEW from 6 April 2026: Bereaved Partner's Paternity Leave. If the primary intended parent dies within 52 weeks of the baby's birth, the surviving partner can take up to 52 weeks of unpaid leave to care for the child. This is a day one right with no qualifying period. You maintain full employment rights during this leave and can give oral notice if needed within 8 weeks of bereavement.

-> 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 £194.32 per week or 90% of your average weekly earnings (whichever is lower). You must have worked continuously for 26 weeks and earn at least £129 per week to qualify for pay. Rates and thresholds shown are for 2026/27 tax year - check GOV.UK for current rates.
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 £194.32 per week or 90% of average weekly earnings (whichever is lower). Rate shown is for 2026/27 tax year - check GOV.UK for current rates.
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 £129 per week to qualify for Statutory Maternity Pay. Threshold shown is for 2026/27 tax year - check GOV.UK for current rates.
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 £194.32 per week or 90% of earnings (whichever is lower). Rate shown is for 2026/27 tax year. Rates updated annually each April - check GOV.UK for current rates.
SPL (Statutory Paternity Leave)
Leave for partners when a child is born or adopted. From 6 April 2026, this is a day one right - employees can take 1-2 weeks of paternity leave from their first day of employment. Leave can be taken flexibly as either one continuous block of 1-2 weeks or split into two separate one-week periods within 52 weeks of birth or placement. Statutory Paternity Pay requires 26 weeks continuous employment and minimum earnings of £129 per week. Paid at £194.32 per week or 90% of earnings (whichever is lower). Rates and thresholds shown are for 2026/27 tax year - check GOV.UK for current rates.
Bereaved Partner's Paternity Leave
NEW from 6 April 2026. If the mother or primary adopter of a child dies within the first 52 weeks after birth or adoption, the surviving partner can take up to 52 weeks of unpaid leave to care for the child. This is a day one right with no qualifying period. Leave must be taken within 52 weeks of the child's birth/adoption. Statutory protection includes up to 10 KIT days and full employment rights during leave. Employees can give oral notice if starting leave within 8 weeks of bereavement.
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 £129 per week. Threshold shown is for 2026/27 tax year - check GOV.UK for current rates. 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 & 2026 Changes)
Since April 2024, paternity leave became more flexible - partners can take their 1-2 weeks of leave within 52 weeks of the baby being born or placed for adoption (previously had to be within 56 days of birth) and split it into two separate one-week blocks if preferred. From 6 April 2026, paternity leave became a day one right with no qualifying period required for the leave itself. However, Statutory Paternity Pay still requires 26 weeks continuous employment and earning at least £129 per week (2026/27 tax year - check GOV.UK for current rates). The restriction on taking paternity leave after shared parental leave has also been removed.
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.
Unpaid Parental Leave
From 6 April 2026, a day one right allowing employees to take up to 18 weeks of unpaid leave per child (up to the child's 18th birthday) to look after their child's welfare. Previously required 1 year of service. Leave must be taken in blocks of at least one week (unless the child has a disability). Employees can take a maximum of 4 weeks per year per child.
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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.

Nugget Savings

Website: www.nuggetsavings.com

The NuggBase: community.nuggetsavings.com/c/the-nuggbase

Financial planning community and resources for parents. The NuggBase provides peer support, budgeting advice, and money-saving tips for family life.

Childcare Choices (now Best Start in Life Parent Hub)

Website: www.childcarechoices.gov.uk

Government service helping parents understand childcare support options including Tax-Free Childcare, Universal Credit, and employer schemes.

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.

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.

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

Charity funding research into miscarriage, stillbirth, and premature birth. Provides support, information, and specialist pregnancy advice.

Sands

Helpline: 0808 164 3332 (9:30am-5:30pm daily)

Email: [email protected]

Website: www.sands.org.uk

Stillbirth and Neonatal Death Charity providing bereavement support, information on parental bereavement leave rights, and memorial resources.

The Miscarriage Association

Helpline: 01924 200 799 (Mon-Fri, 9am-4pm)

Website: www.miscarriageassociation.org.uk

Support and information for anyone affected by pregnancy loss, including helpline support, online forums, and local support groups.

Petals

Website: petalscharity.org

Free specialist counselling for parents experiencing pregnancy or baby loss. Offers professional therapeutic support across the UK.

Aching Arms

Website: achingarms.org

Provides memory boxes and support for families who have experienced pregnancy or baby loss. Offers practical bereavement resources.

Child Bereavement UK

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

Website: childbereavementuk.org

Support for families when a baby or child dies or is dying, and for children and young people facing bereavement.

The Lullaby Trust

Bereavement Helpline: 0808 802 6868

Website: lullabytrust.org.uk

Charity providing expert advice on safer sleep for babies and specialist bereavement support for families affected by sudden infant death.
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Planning your maternity leave? Find everything you need in one place.Our Complete Maternity Leave Planning Toolkit includes calculators, guidance, and templates to help you navigate your maternity leave with confidence.

© 2026 smplrHR. All rights reserved. PO Box 7169, Poole, BH15 9EL

Legal Notices

Our terms, policies, and legal information

You can find our Terms & Conditions, Privacy Policy, Cookie Policy, and other important legal information by clicking on the relevant links below.1. Terms & Conditions
2. Privacy Policy
3. Cookie Policy
4. Refund Policy
5. Disclaimer

© 2026 smplrHR. All rights reserved. PO Box 7169, Poole, BH15 9EL

Our Terms and Conditions

Last updated 19/04/20261.1 About Us
These Terms & Conditions ("Terms") govern your use of the smplrHR website located at smplrhr.co.uk ("Website") and your purchase of products from smplrHR Ltd ("we", "us", "our"). smplrHR Ltd is a company registered in England and Wales (registered company number 16971820). For any questions about these Terms, please contact us at [email protected].1.2 Our Products
smplrHR Ltd provides digital tools and resources designed to help employees understand and plan for parental leave in the United Kingdom. Our current products include:• The Complete Maternity Leave Toolkit — a digital toolkit comprising calculators, a comprehensive planning guide, letter templates, checklists, and other planning resources to support individuals planning maternity leave.• Free informational resources — articles, guides, and information available on our Website at no charge.Additional products may be made available through our Website from time to time. All products are provided for informational and planning purposes only and do not constitute legal, financial, HR, or professional advice. Please refer to our Disclaimer for full details.1.3 Placing an Order
By purchasing a product from smplrHR Ltd, you confirm that:• You are at least 18 years of age• You are a consumer purchasing for personal, non-commercial use• The information you provide during checkout is accurate and completeOrders are processed through Payhip, our e-commerce platform provider. By completing a purchase, you also agree to Payhip's terms of service. Payment is processed securely via Stripe or PayPal, as selected at checkout.A contract between you and smplrHR Ltd is formed when we send you an order confirmation email. We reserve the right to refuse or cancel orders at our discretion, in which case a full refund will be issued.1.4 Pricing
All prices are displayed in pounds sterling (GBP) and are inclusive of any applicable VAT.
We reserve the right to change our pricing at any time. The price applicable to your order is the price displayed at the time you complete your purchase.1.5 Delivery of Paid Digital Products
Upon successful payment, your purchased digital product will be delivered to you in two parts:• Planning guides, user guides and templates: your Planning Guide, templates and User Guide will be available to download directly from Payhip immediately following payment. You can access these via the download link in your Payhip order confirmation email or through your Payhip account.• Calculators: your personalised calculators will be delivered separately via a personalised download link sent automatically to the email address you provided at checkout.Both parts of your product are typically available immediately or within a short time following payment confirmation. If you do not receive your download link within 24 hours, please contact us at [email protected].It is your responsibility to ensure the email address provided at checkout is correct. smplrHR Ltd is not responsible for non-delivery due to an incorrect email address being provided. If you have any difficulties downloading your products please ensure you are using a compatible browser (such as Chrome, Firefox, or Opera). Some browsers may block certain download links. Currently our Maternity Toolkit and calculators are not supported for Apple iOS users (iPhone and iPad).1.6 Refunds and Consumer Rights
As our products are digital downloads, by completing your purchase you expressly consent to immediate delivery of the digital content and acknowledge that you will lose your right to cancel if you access any component of your digital product. All sales are final and we are therefore unable to offer refunds.If you have not accessed any part of your download, or any downloads related to your purchase, you may request a cancellation within 14 days in accordance with the Consumer Contracts (Information, Cancellation and Additional Charges) Regulations 2013. Please email us at [email protected]. Approved cancellations will receive a full refund. This does not affect your statutory rights. Please refer to our full Refund Policy for further details.1.7 Intellectual Property
All content within our digital products, including but not limited to text, calculators, templates, checklists, guides, design, graphics, and branding, is the intellectual property of smplrHR Ltd and is protected by copyright and other applicable laws.Upon purchase, you are granted a personal, non-exclusive, non-transferable licence to use the product for your own personal, non-commercial purposes. You may not:• Reproduce, distribute, resell, or share our products with others• Use our content for commercial purposes without our prior written consent• Remove or alter any copyright notices or branding within our products1.8 Limitation of Liability
To the maximum extent permitted by law, smplrHR Ltd shall not be liable for any direct, indirect, incidental, special, or consequential loss or damage which may directly or indirectly arise out of or be related to your use of our products or Website, or your reliance on any information received through this website or any products.Our total liability to you for any claim arising in connection with your purchase shall not exceed the amount you paid for the relevant product. You agree not to use the information received in this website or through our digital products for any re-sale purposes and smplrHR Ltd has no liability to you for any loss or damage that may arise from your use of our website and products.Nothing in these Terms limits our liability for death or personal injury caused by our negligence, fraud or fraudulent misrepresentation, or any other liability that cannot be excluded by law.1.9 Changes to These Terms
We may update these Terms from time to time. Any changes will be posted on this page with an updated "Last Updated" date. Your continued use of our Website or products after changes are posted constitutes your acceptance of the revised Terms.1.10 Governing Law
These Terms are governed by the laws of England and Wales. Any disputes shall be subject to the exclusive jurisdiction of the courts of England and Wales.1.11 Contact Us
If you have any questions about these Terms, please contact us at [email protected].

© 2026 smplrHR. All rights reserved. PO Box 7169, Poole, BH15 9EL

Privacy Policy

Last updated 21/04/20262.1 Introduction
smplrHR Ltd ("we", "us", "our") is committed to protecting your personal data. This Privacy Policy explains how we collect, use, store, and protect your personal information in accordance with the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018.Data Controller: smplrHR Ltd. Registered in England and Wales, Company Number 16971820.If you have questions about how we handle your data, please contact us at [email protected].2.2 What Data We Collect
We may collect the following categories of personal data:• Identity data: your name• Contact data: your email address• Transaction data: details of products you have purchased and payment confirmation. We do not store your full payment card details — these are processed securely by Stripe or PayPal.• Usage data: information about how you use our Website, collected via Google Analytics where you have given consent to analytics cookies• Technical data: IP address, browser type and version, device information• Marketing communications data: your email address and communication preferences, where you have signed up to receive our free resources or marketing emails2.3 How We Collect Your Data
We collect data through:• Direct interactions: when you purchase a product, complete a form, or contact us by email• Automated technologies: cookies and similar tracking technologies when you browse our Website, including analytics cookies where you have given consent (see Cookie Policy)• Third-party services: Payhip (our e-commerce platform), Stripe and PayPal (payment processors), Dropbox (file delivery), Google Sheets (order administration), and Google Analytics (website analytics, where consent has been given), Kit/ConvertKit (email marketing platform, where you have signed up to our mailing list), and Netlify (hosting provider for our free online resources)2.4 How We Use Your Data
We use your personal data for the following purposes and on the following legal bases:• To process and fulfil your order — legal basis: performance of a contract• To deliver your digital product via a personalised download link — legal basis: performance of a contract• To log your order for administrative purposes — legal basis: legitimate interests• To respond to your enquiries and provide customer support — legal basis: legitimate interests• To improve our Website and products via analytics — legal basis: consent•To send you relevant resources and information about our products and services by email, where you have opted in — legal basis: consent• To comply with our legal obligations — legal basis: legal obligation2.5 Email Marketing and Free Resources
If you sign up to receive our free resources via our Website, your name and email address will be collected via a sign-up form hosted by Kit (also known as ConvertKit), our email marketing platform. By signing up, you consent to receiving a series of emails from us containing relevant resources and information about our products and services.
You can unsubscribe at any time by clicking the unsubscribe link in any email we send you, or by contacting us at [email protected]. Unsubscribing will not affect the delivery of any products you have purchased.Our free online resources, including calculators, are hosted on Netlify. All calculations are performed entirely within your own browser and no data you enter is transmitted to or stored by Netlify or smplrHR Ltd.2.6 Data Sharing
We do not sell your personal data. We share your data only with trusted third-party service providers who assist us in operating our business:• Payhip — e-commerce platform for processing orders. See Payhip's Privacy Policy at payhip.com• Stripe — payment processing. See Stripe's Privacy Policy at stripe.com• PayPal — payment processing (where selected at checkout). See PayPal's Privacy Policy at paypal.com• Dropbox — secure file storage and delivery of your purchased digital product. See Dropbox's Privacy Policy at dropbox.com• Google Sheets (Google LLC) — used for internal order logging and administration. See Google's Privacy Policy at policies.google.com• Google Analytics (Google LLC) — website analytics to help us understand how visitors use our Website, where you have given consent. See Google's Privacy Policy at policies.google.com• Kit/ConvertKit — email marketing platform used to manage our mailing list and send email communications to those who have opted in. See Kit's Privacy Policy at kit.com
• Netlify — hosting provider for our free online resources. All calculations performed on Netlify-hosted tools run entirely within your browser; no data you enter is stored or transmitted. See Netlify's Privacy Policy at netlify.com• Carrd — our website hosting provider. See Carrd's Privacy Policy at carrd.coAll third-party providers are required to respect the security of your data and to process it only in accordance with applicable data protection law.2.7 International Data Transfers
Some of our third-party service providers (including Stripe, Dropbox, Google, and Kit/ConvertKit) are based outside the UK or European Economic Area (EEA). Where data is transferred internationally, we ensure appropriate safeguards are in place in accordance with UK GDPR, such as standard contractual clauses or adequacy decisions.2.8 Data Retention
We retain your personal data for as long as necessary to fulfil the purposes outlined in this policy, including:• Order and transaction records: retained for 6 years in line with HMRC requirements• Website analytics data: retained for up to 26 months• Email marketing data: retained until you unsubscribe or withdraw consent• General correspondence: retained for up to 2 years2.9 Your Rights
Under UK GDPR, you have the following rights regarding your personal data:• The right to access — you can request a copy of the data we hold about you• The right to rectification — you can ask us to correct inaccurate or incomplete data• The right to erasure ("right to be forgotten") — in certain circumstances, you can ask us to delete your data• The right to restrict processing — you can ask us to limit how we use your data• The right to data portability — you can request your data in a portable format• The right to object — you can object to processing based on legitimate interests or for direct marketing• The right to withdraw consent — where processing is based on your consent, you can withdraw it at any timeTo exercise any of these rights, please contact us at [email protected]. We will respond within one calendar month. You also have the right to lodge a complaint with the Information Commissioner's Office (ICO) at ico.org.uk.2.10 Data Security
We take appropriate technical and organisational measures to protect your personal data against unauthorised access, accidental loss, or destruction. However, no method of electronic transmission or storage is completely secure, and we cannot guarantee absolute security.2.11 Changes to This Policy
We may update this Privacy Policy from time to time. Any changes will be posted on this page with an updated "Last Updated" date. We encourage you to review this policy periodically.

© 2026 smplrHR. All rights reserved. PO Box 7169, Poole, BH15 9EL

Cookie Policy

Last updated 21/04/20263.1 What Are Cookies?
Cookies are small text files placed on your device when you visit a website. They help the website function properly and, where you have given consent, provide us with information about how our Website is used.
3.2 Cookies We Use
Our Website uses the following categories of cookies:Essential Cookies
These are strictly necessary for the Website to function and cannot be switched off. They are set in response to actions you take such as setting your privacy preferences. These do not require your consent.Analytics Cookies
These help us understand how visitors interact with our Website by collecting information about pages visited and time spent on the site. We use Google Analytics for this purpose. This data is used to improve our Website and is not used to identify individual visitors. These cookies are only placed on your device if you consent to analytics cookies when visiting our Website.Third-Party Cookies
When you initiate a purchase you will be directed to the platform of our e-commerce provider Payhip. Payhip or our payment providers (Stripe, PayPal) may place their own cookies on your device as part of the purchase process. These are governed by their respective privacy and cookie policies.3.3 Managing Cookies
When you first visit our Website, you will be asked to consent to non-essential cookies. You can manage or withdraw your cookie consent at any time by clicking the cookie settings button on our Website, or by adjusting your browser settings to block or delete cookies.Please note that blocking certain cookies may affect your ability to complete a purchase.3.4 More Information
For more information about cookies and how to manage them, visit allaboutcookies.org. To learn more about how our payment providers use cookies, please refer to their individual privacy policies.

© 2026 smplrHR. All rights reserved. PO Box 7169, Poole, BH15 9EL

Refund Policy

Last updated 19/04/20264.1 Digital Products
All products sold by smplrHR Ltd are digital downloads. Due to the nature of digital content, we do not offer refunds once any part of a product has been downloaded or accessed, except as set out below or as required by law.Your purchase comprises two separately delivered components: planning guides delivered via Payhip, and calculators and templates delivered via a personalised download link. By completing your purchase and accessing either component, you expressly acknowledge and agree that:• You consent to the immediate delivery of the digital content• You acknowledge that you will lose your 14-day right to cancel under the Consumer Contracts (Information, Cancellation and Additional Charges) Regulations 2013 once either component has been accessed or downloaded4.2 Your Statutory Cancellation Rights
If you have purchased a product but have not yet accessed or downloaded any component of it, you retain the right to cancel your order within 14 days of purchase under the Consumer Contracts Regulations. To exercise this right, please contact us at [email protected] within 14 days of your purchase date.
Approved cancellations will receive a full refund to your original payment method.4.3 Faulty or Misdescribed Products
If a digital product is faulty, inaccessible, or materially different from its description on our Website, you may be entitled to a repair, replacement, or refund under the Consumer Rights Act 2015. Please contact us at [email protected] within a reasonable time of purchase if you experience any such issue. Please note currently our calculators are not compatible with devices running Apple iOS (iPhone and iPad) and are therefore not designed for use with these devices.4.4 How to Request a Refund
To request a refund where eligible, please email [email protected] with your order number and details of your request. We aim to respond within 6 working days. Approved refunds will be processed to your original payment method within 14 days of approval.4.5 Nothing in This Policy Affects Your Statutory Rights
This Refund Policy does not affect your statutory rights under UK consumer law, including your rights under the Consumer Rights Act 2015 and the Consumer Contracts Regulations 2013.

© 2026 smplrHR. All rights reserved. PO Box 7169, Poole, BH15 9EL

Disclaimer

Last updated 19/04/20265.1 Not Professional Advice
The information, tools, calculators, templates, and guides provided by smplrHR Ltd are designed for general informational and planning purposes only. They do not constitute legal advice, HR advice, financial advice, tax advice, or any other form of regulated professional advice.Nothing in our products or on our Website should be relied upon as a substitute for professional advice tailored to your specific circumstances. We strongly recommend that you seek independent professional advice (including from a solicitor, HR professional, financial adviser, or your employer's HR team) before making any decisions in relation to your maternity leave arrangements.5.2 Accuracy of Information
We take care to ensure that the information in our products and on our Website is accurate and up to date at the time of publication. However, UK employment law, statutory pay rates, and HMRC rules change regularly. We cannot guarantee that all information remains current after the date of publication.Statutory figures used in our calculators (including Statutory Maternity Pay rates, earnings thresholds, and tax/National Insurance rates) are based on the rates in effect at the time of publication and are updated periodically. It is your responsibility to check current rates with gov.uk or a qualified professional.5.3 Calculator Results are Estimates
Our calculators provide estimates based on the information you input and publicly available statutory rates. Results are indicative only and may not reflect your exact entitlements or personal situation including any key dates, annual leave or pay. Actual figures will depend on your individual employment contract, employer policies, tax code, pension deductions, and other personal circumstances.smplrHR Ltd accepts no responsibility for any decisions made or actions taken based on information on our website, guides or calculator results.5.4 Individual Circumstances Vary
Every individual's situation is different. Our products are designed to give you a helpful starting point for planning, but they cannot account for every personal or employment-specific scenario. Your individual employment contract may contain specific provisions that differ from the general guidance we provide. It is your responsibility to check your specific terms and conditions as set out in your employment contract.5.5 UK Employees Only — Employment Status
Our products and guidance are designed specifically for employees working in the United Kingdom. The statutory rights, entitlements, and pay rates referenced in our tools and resources apply to employees as defined under UK employment law.If you are a worker or self-employed, your statutory entitlements may be different. If you are unsure of your employment status, we strongly recommend that you check the UK government's official guidance at gov.uk.5.6 No Liability for Reliance on Our Content
To the maximum extent permitted by law, smplrHR Ltd accepts no liability for any loss, damage, or inconvenience arising from your reliance on the information, tools, or resources provided through our Website or products. This includes any errors or omissions in the content, or any actions or decisions taken in reliance on it.5.7 Website Availability
We do not guarantee that our Website will be available at all times or free from errors. We reserve the right to suspend, withdraw, or amend our Website and products without notice.5.8 Third-Party Links
Our Website or products may contain links to third-party websites (including gov.uk and other external resources) for your convenience. We do not endorse or take responsibility for the content, accuracy, or availability of any third-party websites.5.9 Governing Law
This Disclaimer is governed by the laws of England and Wales. Any disputes arising in connection with this Disclaimer shall be subject to the exclusive jurisdiction of the courts of England and Wales.

© 2026 smplrHR. All rights reserved. PO Box 7169, Poole, BH15 9EL

© 2026 smplrHR. All rights reserved. PO Box 7169, Poole, BH15 9EL