NHS Maternity Pay 2026/27: Leave, Pay Rates and Rules
Last updated: 26 September 2026 · Figures verified against the Agenda for Change handbook (Section 15) and NHSBSA guidance for the 2026/27 pay year.
NHS maternity pay at a glance
NHS maternity rights come in two layers: statutory rights (the legal minimum every employee gets) and the occupational scheme (the more generous NHS top-up under Section 15 of the Agenda for Change terms and conditions). The occupational scheme is one of the best maternity packages in UK employment.
| Period | Leave | Pay |
|---|---|---|
| Weeks 1–8 | Ordinary Maternity Leave | Full pay (inclusive of SMP) |
| Weeks 9–26 | Ordinary Maternity Leave | Half pay plus SMP |
| Weeks 27–39 | Additional Maternity Leave | SMP only (statutory rate) |
| Weeks 40–52 | Additional Maternity Leave | Unpaid |
That is 26 weeks of Ordinary Maternity Leave followed by 26 weeks of Additional Maternity Leave — 52 weeks in total. SMP (Statutory Maternity Pay) runs for 39 weeks at the rate set by the government each year; check GOV.UK for the current weekly figure.
Who qualifies for occupational maternity pay
To receive the occupational (full/half pay) element you need 12 months' continuous NHS service by the beginning of the 11th week before your expected week of childbirth. Key points:
- NHS service, not trust service. Time with any NHS employer counts, so moving between trusts does not reset the clock, provided there is no break in NHS employment.
- If you have less than 12 months' service, you still get 52 weeks' statutory maternity leave. You will receive SMP if you meet the statutory test (26 weeks' continuous service with the same employer into the 15th week before the expected week of childbirth, with average earnings above the lower earnings limit). If you do not qualify for SMP, you may be able to claim Maternity Allowance from the DWP instead.
- You must notify your employer by the end of the 15th week before the expected week of childbirth (or as soon as reasonably practicable), and provide your MAT B1 certificate when you receive it from your midwife or GP.
- Maternity leave can start no earlier than the 11th week before the expected week of childbirth, and you must take a minimum of 2 weeks' leave after the birth.
If you are unsure whether your service counts — for example after a career break or a spell in the private sector — ask your trust's HR team to confirm your reckonable service date before you plan around these figures.
How much you will be paid: worked example
Take a newly experienced nurse on Band 5 mid-point pay of £34,592 a year (England, 2026/27 Agenda for Change rates). Weekly pay is:
£34,592 ÷ 52 = £665.23 per week (we will use £665 for round figures)
- Weeks 1–8 (full pay): 8 × £665 = £5,320. This figure is inclusive of SMP — you do not get SMP on top during these weeks.
- Weeks 9–26 (half pay plus SMP): half pay is £332.50 per week, so 18 × £332.50 = £5,985 in occupational pay, plus Statutory Maternity Pay at the prevailing weekly rate for each of those 18 weeks.
- Weeks 27–39 (SMP only): 13 weeks at the statutory SMP rate.
- Weeks 40–52 (unpaid): no pay, though your employment rights continue.
Total occupational pay across the 26 paid weeks is roughly £11,305 — before SMP is added for 39 weeks. Part-time staff receive the same structure calculated on their part-time salary (pro rata).
Note that "full pay" and "half pay" are based on your average weekly earnings including any regular enhancements you normally receive, such as unsocial hours enhancements — another reason to check your payslip average rather than just your basic salary. Overtime that is genuinely regular may also count; confirm with payroll.
The three-month return rule
The occupational top-up comes with a condition: you must return to NHS employment for at least 3 months after your maternity leave. If you decide not to return, or you leave before completing 3 months back at work:
- You must repay the occupational element — the difference between what you received and what you would have received on SMP alone.
- You keep your Statutory Maternity Pay; that is never repayable.
- Returning part-time counts, as does returning to a different NHS employer — the requirement is 3 months of NHS employment, not 3 months with the same trust.
If there is any chance you will not return, speak to HR before your leave ends so you understand exactly what would be repayable in your case.
Keeping-in-touch (KIT) days
You may work up to 10 keeping-in-touch days during maternity leave without bringing the leave to an end. KIT days are:
- Entirely voluntary — your employer cannot require them and you cannot insist on them.
- Paid at your normal rate (offset against maternity pay for that week, depending on trust payroll practice).
- Useful for training days, team updates or a phased return.
Any work beyond 10 KIT days ends your maternity leave and pay, so keep an accurate count.
Annual leave, pay rises and pension while on leave
- Annual leave continues to accrue throughout both Ordinary and Additional Maternity Leave, including bank holidays. Most staff take accrued leave tagged onto the end of maternity leave to extend their time off. See our guide to NHS annual leave entitlement.
- Pay awards during your leave are applied to your maternity pay. If the annual Agenda for Change uplift is backdated to a date within your paid maternity period, your occupational pay is recalculated — the same 2026/27 3.3% uplift that moved Band 5 to £32,073–£39,043 applies to staff on leave.
- Pension: you remain in the NHS pension scheme during paid maternity leave, with employee contributions based on the pay you actually receive. During unpaid weeks no contributions are taken unless you make separate arrangements — check your Total Reward Statement via NHSBSA.
Common pitfalls
- Assuming the 12 months must be with one trust. It is continuous NHS service — trust-hopping does not reset it, but a break in NHS employment might.
- Missing the notification deadline. Tell your employer by the end of the 15th week before the expected week of childbirth.
- Not planning for the return rule. If you are undecided about returning, get the repayable figure in writing from HR before your leave ends.
- Forgetting KIT day limits. Day 11 of work ends your maternity leave.
- Ignoring the unpaid stretch. Weeks 40–52 are unpaid — budget for this, and remember no pension contributions accrue unless arranged.
Frequently asked questions
How long is NHS maternity leave?
52 weeks in total: 26 weeks of Ordinary Maternity Leave followed by 26 weeks of Additional Maternity Leave. All employees qualify regardless of length of service; the 12-month rule affects your pay, not your right to leave.
How much maternity pay will I get on the NHS?
8 weeks at full pay, 18 weeks at half pay plus Statutory Maternity Pay, 13 weeks of SMP only, then 13 weeks unpaid — provided you have 12 months' continuous NHS service. With less service you receive statutory entitlements only.
What if I have less than 12 months' NHS service?
You still get 52 weeks' leave. For pay, you will receive SMP if you meet the 26-week statutory test with your employer; otherwise you may claim Maternity Allowance from the DWP.
Do I still build up annual leave while on maternity leave?
Yes. Annual leave, including bank holiday entitlement, accrues throughout Ordinary and Additional Maternity Leave and can usually be taken immediately before or after your maternity leave.
What are keeping-in-touch (KIT) days?
Up to 10 voluntary paid days you can work during maternity leave — for example training or team meetings — without ending your leave. Working an 11th day ends maternity leave and pay.
What happens if I do not return after maternity leave?
You must repay the occupational top-up (the amount above SMP you received), but you keep your Statutory Maternity Pay. Returning to any NHS employer for at least 3 months satisfies the return requirement.
Does a pay rise during my maternity leave increase my maternity pay?
Yes. Agenda for Change pay awards are applied to occupational maternity pay, and backdated uplifts are recalculated for the paid portion of your leave.
Sources
- NHS Terms and Conditions of Service Handbook (Agenda for Change), Section 15 — via NHS Employers, nhsemployers.org
- NHSBSA — NHS Pensions member guidance, nhsbsa.nhs.uk/nhs-pensions
- GOV.UK — Maternity pay and leave, gov.uk/maternity-pay-leave
- RCN — Maternity, adoption and parental leave advice, rcn.org.uk
This is an independent guide published by NHS Bands Pay. It is not affiliated with the NHS, NHS Employers or NHSBSA, and it is not financial advice. Figures were verified against the Agenda for Change handbook and NHSBSA guidance on 26 September 2026. Trust policies can add local detail, so confirm your individual position with your trust's HR or payroll team — or an independent financial adviser for pension decisions.