NHS Adoption Pay & Shared Parental Leave 2026/27
Last updated: 28 September 2026 · Figures verified against the NHS Employers 2026/27 pay circular.
NHS adoption pay: the 8/18/13/13 structure
Adoption leave under Agenda for Change Section 15 mirrors the maternity package. Employees are entitled to 52 weeks of adoption leave, and those who qualify for occupational pay receive 39 paid weeks structured as follows:
| Weeks of leave | Occupational adoption pay | Statutory position |
|---|---|---|
| Weeks 1–8 | Full pay, less any statutory adoption pay receivable | — |
| Weeks 9–26 | Half of full pay, plus statutory adoption pay (total capped at full pay) | — |
| Weeks 27–39 | Statutory adoption pay only | £194.32/week (or 90% of earnings if lower) |
| Weeks 40–52 | Unpaid | £0 |
Statutory adoption pay (SAP) is payable for 39 weeks at £194.32 a week from 6 April 2026 (or 90% of average weekly earnings if that is lower), and — unlike the occupational element — you keep it even if you don't return to work. By prior agreement with your employer, occupational adoption pay can be paid in a different shape, for example spread evenly across the leave.
Source: AfC handbook Section 15 (NHS Scotland publication); UHBW adoption & shared parental leave policy.
Adoption eligibility and notice
- Occupational adoption pay needs 12 months' continuous NHS service at the beginning of the week you are notified of being matched with the child (the "matching week"), plus an intention to return to NHS work for at least 3 months after the leave. If you take the occupational pay and then don't return, you must repay the difference between it and the statutory pay you were entitled to.
- Statutory adoption pay needs 26 weeks' continuous service by the matching week and average earnings of at least £129 a week.
- Leave timing: adoption leave can start up to 14 days before the child starts living with you (UK adoptions).
- Adoption appointments: the main adopter gets paid time off for up to 5 adoption appointments; the secondary adopter gets unpaid time off for up to 2.
Worked example: Band 6 adopter
Take a Band 6 midwife on the 2026/27 entry salary of £39,959 — £765.50 a week (£39,959 ÷ 52.2), with 90% of earnings (£688.95) above the £194.32 statutory rate, so the flat rate applies throughout.
| Period | Pay received | Weekly | Period total |
|---|---|---|---|
| Weeks 1–8 | Full pay (£765.50 − £194.32 SAP + £194.32 SAP) | £765.50 | £6,124.00 |
| Weeks 9–26 | Half pay (£382.75) + £194.32 SAP | £577.07 | £10,387.26 |
| Weeks 27–39 | Statutory adoption pay only | £194.32 | £2,526.16 |
| Weeks 40–52 | Unpaid | £0.00 | £0.00 |
| 39 paid weeks | £19,037.42 |
That is roughly 48% of a full year's gross salary for 39 paid weeks — the occupational enhancement (the full-pay and half-pay phases) is worth about £9,460 more than statutory pay alone over the same period. Tax, National Insurance, pension and student loan deductions apply to adoption pay as normal earnings.
Surrogacy and secondary adopters
- Secondary adopter / partner: the partner of someone taking adoption leave gets new parent support (paternity) leave — two weeks at full pay with 12 months' NHS service, otherwise two weeks at the statutory £194.32 rate.
- Surrogacy: intended parents who expect to satisfy the conditions for, and intend to apply for, a parental order for the child are treated as adopters for adoption leave and pay purposes. The parent who will be the primary carer takes the adoption leave; their partner takes new parent support leave.
- Same-sex couples: the provisions apply equally — whichever partner is the primary adopter takes adoption leave, and paternity provisions explicitly cover same-sex partners and nominated carers.
Shared parental leave explained
Shared parental leave (SPL) lets parents share the leave — and pay — that would otherwise belong to the mother or primary adopter alone. The mechanism is curtailment: the mother/adopter formally ends (curtails) her maternity or adoption leave early, and the unused balance converts into shared parental leave and pay that either parent can take, in blocks, within the child's first year.
- Birth parents: up to 50 weeks of leave and 37 weeks of pay can be shared (52 minus the 2 compulsory maternity weeks; 39 minus 2 for pay).
- Adopting parents: up to 52 weeks of leave and 39 weeks of pay can be shared (no compulsory leave period).
- Statutory shared parental pay (ShPP) is paid at the same rate as the flat rate of SMP/SAP: £194.32 a week in 2026/27.
- NHS occupational SPL pay: where the mother/adopter curtails occupational maternity or adoption pay, the couple can access occupational shared parental pay — but no more than 26 weeks of occupational pay is paid to an eligible couple in aggregate, whether one or both parents work for the NHS. Occupational pay already taken (or notified as intending to be taken) reduces the shared pot proportionately.
- The two weeks of new parent support (paternity) leave sit outside the 26-week cap, and from April 2026 paternity leave can be taken before or after SPL in any order.
Both parents must meet eligibility tests (employment and earnings), give at least 8 weeks' notice of each block of SPL, and provide the curtailment notice. Up to 20 SPLIT (shared parental leave in touch) days allow work during SPL without ending it.
Source: UHBW occupational shared parental leave worked examples (Section 15, England).
Worked example: splitting leave as a couple
Consider a couple where both work for the NHS: Priya, a Band 5 nurse (£32,073; £614.36/week), gives birth, and her partner takes shared parental leave. Priya takes 20 weeks of maternity leave and pay, then curtails; her partner then takes 15 weeks of SPL.
- Priya, weeks 1–8: 8 weeks at full occupational maternity pay = 8 × £614.36 = £4,914.88.
- Priya, weeks 9–20: 12 weeks at half pay (£307.18) plus SMP (£194.32) = £501.50/week = £6,018.00.
- Partner, 15 weeks SPL: the couple's remaining occupational pot is 26 − 20 = 6 weeks. Those 6 weeks are paid at half pay plus ShPP; the other 9 weeks are ShPP only (£194.32). If the partner is also Band 5 entry: 6 × (£307.18 + £194.32) + 9 × £194.32 = £3,009.00 + £1,748.88 = £4,757.88.
- Combined paid total for 35 weeks: roughly £15,690.76 before deductions.
The exact split of the 26-week occupational pot between full-pay and half-pay weeks follows your trust's Section 15 implementation — the principle is fixed (26 weeks aggregate per couple), but the week-by-week shape can be agreed with your employer. Because both parents' employers must coordinate curtailment notices, start the paperwork early: 8 weeks' minimum notice applies to each SPL block.
SPL vs paternity vs unpaid parental leave
| Leave type | Length | Pay | Best for |
|---|---|---|---|
| New parent support (paternity) | 2 weeks | Full pay (12 months' NHS service) or £194.32/week | Being there for the birth/placement itself |
| Shared parental leave | Up to 50 weeks shared | Up to 37 weeks at £194.32/week + occupational share (26-week couple cap) | Splitting the first year between two parents |
| Unpaid parental leave | 18 weeks per child to age 18 (max 4/year) | Unpaid | Later years: settling-in, school transitions |
Effect on progression, pension and annual leave
- Pay progression: adoption and shared parental leave count as continuous NHS service. Pay-step dates and appraisal-linked progression are unaffected — see Agenda for Change progression.
- Pension: pension contributions are paid on the adoption/SPL pay you actually receive. During unpaid weeks there are no contributions and no pensionable service accrues — one reason the paid/unpaid boundary matters for long-term pension planning (see NHS pension sections compared).
- Annual leave: continues to accrue throughout adoption and shared parental leave, including bank holidays. Most trusts let you add accrued leave to the start or end of your leave period.
- Returning: occupational adoption pay requires a return to NHS work for at least 3 months; otherwise the enhancement must be repaid. SPL returners have the right to return to the same job (or a suitable alternative after longer absences).
Frequently asked questions
How much adoption pay do NHS staff get?
With 12 months' NHS service: 8 weeks at full pay, 18 weeks at half pay plus statutory adoption pay (capped at full pay), 13 weeks of statutory pay (£194.32/week in 2026/27), then 13 weeks unpaid — 52 weeks' leave in total.
How does shared parental leave work in the NHS?
The mother or primary adopter gives up (curtails) some maternity or adoption leave, and the couple shares up to 50 weeks' leave and 37 weeks' pay. An NHS-employed couple can access up to 26 weeks of occupational pay in aggregate.
Who qualifies for NHS occupational adoption pay?
Staff with 12 months' continuous NHS service at the matching week who intend to return to NHS work for at least 3 months after the leave. Statutory adoption pay needs 26 weeks' service by the matching week.
Does shared parental leave affect the occupational pay cap?
Yes. No more than 26 weeks of occupational pay is paid to an eligible couple in aggregate, whether one or both parents work for the NHS. The two weeks of new parent support (paternity) leave sit outside this cap.
What adoption leave do secondary adopters and surrogacy parents get?
The secondary adopter gets new parent support (paternity) leave: two weeks at full pay with 12 months' NHS service. Intended parents through surrogacy who will apply for a parental order are treated as adopters for leave and pay.
Does adoption or shared parental leave affect pay progression?
No. Both count as continuous NHS service, so pay-step progression, incremental dates and continuous-service calculations are unaffected. Pension contributions are paid on the pay you actually receive.
Related family-leave guides
Compare with NHS paternity pay and NHS maternity pay, or plan your return with flexible working & your NHS pay. Need unpaid time off at any age up to 18? See our NHS unpaid parental leave guide (18 weeks per child) — a separate right from the paid shared scheme above.
Sources and independence
Source: Agenda for Change handbook, Section 15: Leave and pay for new parents.
Source: GOV.UK — Statutory Adoption Pay and Leave (rates from 6 April 2026).
Source: GOV.UK — Shared Parental Leave and Pay.
This is an independent guide and is not affiliated with the NHS. Figures are for England under Agenda for Change; trusts implement Section 15 through local policies, so confirm the week-by-week shape of occupational shared parental pay with your employer. Always check your ESR record for your actual entitlement.