Maternity Leave Planner

Planning your maternity leave dates is one of the most important steps in preparing for your baby's arrival. Every pregnant employee in the UK is entitled to 52 weeks of maternity leave — this is a statutory right regardless of how long you've worked for your employer, how many hours you work per week, or how much you earn. Our maternity leave date planner helps you work out all the key dates you need to know, from when to notify your employer right through to when your leave ends.

Getting your dates right is essential because they affect your Statutory Maternity Pay (SMP) eligibility, your employer notification deadline, and when you can start and end your leave. Use our calculator above by entering your due date, and we'll instantly show you every date that matters.

Understanding the Qualifying Week

The qualifying week is arguably the most important date in your maternity leave timeline. It falls in the 15th week before your expected week of childbirth (EWC) — specifically, the Saturday at the end of that week. This date is critical because it determines whether you qualify for Statutory Maternity Pay.

To receive SMP, you must have been continuously employed by the same employer for at least 26 weeks by the end of the qualifying week. This means you need to have started your current job at least 26 weeks before that Saturday. If you don't meet this requirement, you won't qualify for SMP through your employer — but you may still be eligible for Maternity Allowance from the government instead.

Your average weekly earnings (AWE) are also measured against the qualifying week. HMRC looks at your gross pay over an 8-week reference period ending on the last normal pay day on or before the Saturday of the qualifying week. Your AWE must be at least £129 per week (the Lower Earnings Limit for 2026/27) to qualify for SMP. Use our maternity pay calculator to work out exactly how much SMP you'll receive.

When to Notify Your Employer

By law, you must tell your employer about your pregnancy and intended maternity leave start date no later than the 15th week before your baby is due — this is the same as the qualifying week. In practice, many women tell their employer earlier than this, but you are not legally required to do so.

When you notify your employer, you need to provide three pieces of information:

• That you are pregnant
• Your expected week of childbirth (your due date)
• The date you want to start your maternity leave

Your employer must then respond in writing within 28 days, confirming the date your maternity leave will end. You'll also need to provide a MATB1 certificate — this is a form your midwife or GP will give you, usually around week 20 of your pregnancy. Your employer needs this to process your SMP claim.

If you change your mind about when you want your leave to start, you can change the date as long as you give your employer at least 28 days' notice of the new start date. For a full overview of your notification obligations and protections, read our guide on your maternity leave rights.

Earliest and Latest Maternity Leave Start Dates

You have flexibility over when you start your maternity leave, within certain limits. The earliest you can start maternity leave is 11 weeks before your due date. Many women choose to start closer to their due date to maximise their time off after the birth, while others prefer to stop working earlier for rest and preparation.

The latest you can start is the day after your baby is born. If your baby arrives before your planned leave start date, your maternity leave is automatically triggered from the day after the birth. Similarly, if you are off work with a pregnancy-related illness in the last 4 weeks before your due date, your employer can start your maternity leave from the following day.

When choosing your start date, consider these practical factors:

• Annual leave: You continue to accrue holiday during maternity leave, so some women take annual leave before their maternity leave officially begins to extend their overall time off
• Financial impact: Starting earlier means your SMP payments begin sooner — and end sooner. Use our take-home pay calculator to understand the financial implications
• Health and comfort: The final weeks of pregnancy can be physically demanding, and your wellbeing should be the top priority
• Work handover: Allow time for a proper handover to colleagues before you leave

What Happens If Your Baby Arrives Early?

If your baby is born before your intended maternity leave start date, your leave automatically starts on the day after the birth. Your employer still needs to pay you SMP (assuming you qualify), and the 39-week payment period runs from the week your baby is born. Premature births don't change your eligibility — if you had already met the qualifying week requirements, you're entitled to the full SMP period.

If your baby is born before the qualifying week (more than 15 weeks early), the rules are slightly different. In this situation, you may still qualify for SMP if you had been employed for a continuous period that includes some part of the qualifying week. Speak to your employer or HMRC if you're in this situation.

Ordinary vs Additional Maternity Leave

Your 52 weeks of maternity leave is split into two halves:

• Ordinary Maternity Leave (OML) — the first 26 weeks. During OML, you have the right to return to exactly the same job
• Additional Maternity Leave (AML) — the second 26 weeks. During AML, your employer must offer you the same job or a suitable alternative on no less favourable terms

Remember that SMP is only paid for 39 weeks, so if you take the full 52 weeks, the last 13 weeks are unpaid. This is an important consideration for your maternity leave financial plan. You must take a minimum of 2 weeks after your baby is born (4 weeks if you work in a factory) — this is called compulsory maternity leave.

Keeping In Touch (KIT) Days

During your maternity leave, you can work for up to 10 Keeping In Touch (KIT) days without it affecting your SMP or ending your maternity leave. KIT days are completely optional — your employer cannot require you to work, and you cannot insist on working. Both parties must agree.

KIT days are useful for attending important meetings, training sessions, or simply staying connected with your workplace. Your employer should pay you for KIT days at your normal rate, and this is on top of your SMP (not instead of it). Any work done on a KIT day counts as a full day, even if you only work for an hour.

Shared Parental Leave — An Alternative

If you'd like to share some of your maternity leave with your partner, you can opt into Shared Parental Leave (SPL). This allows you to end your maternity leave early and convert the remaining weeks into shared leave that either parent can take. SPL can be taken in blocks, meaning both parents could even be off work at the same time.

To use SPL, you must give your employer at least 8 weeks' notice and you must end your maternity leave at least 2 weeks after the birth. The remaining weeks of pay (up to the 39-week SMP entitlement) convert to Shared Parental Leave Pay at the flat rate of £194.32 per week.

Returning to Work After Maternity Leave

If you plan to return to work at the end of your full 52-week leave, you don't need to give your employer any notice — they already know the end date from when they confirmed your maternity leave. However, if you want to return early, you must give at least 8 weeks' notice.

Many women choose to return part-time or with flexible working arrangements. You have the legal right to request flexible working, and your employer must consider your request seriously. For advice on managing the transition, read our guide on returning to work after maternity leave.

Your Complete Maternity Leave Checklist

Use this checklist alongside the dates from our planner to make sure you've covered everything:

• Inform your employer by the qualifying week deadline
• Provide your MATB1 certificate (available from week 20)
• Choose your maternity leave start date
• Use the SMP calculator to estimate your maternity pay
• Check your employer's enhanced maternity pay policy
• Check your Child Benefit entitlement
• Review your budget with our take-home pay calculator
• Consider whether Shared Parental Leave might work for your family
• Plan your work handover before leave begins
• Agree on keeping-in-touch arrangements with your manager

Planning ahead gives you peace of mind and helps you enjoy your maternity leave without unexpected surprises. If you have questions about your specific situation, speak to your HR department, contact ACAS on 0300 123 1100, or visit GOV.UK for the latest official guidance on maternity leave and pay.