NHS Maternity Pay & Leave: What NHS Staff Get in 2026/27

NHS Maternity Pay and Leave Explained

If you work for the NHS, you're entitled to one of the most generous maternity pay packages in the UK — significantly above the statutory minimum. The NHS maternity scheme, governed by the Agenda for Change (AfC) terms and conditions, provides enhanced pay for a substantial portion of your leave.

NHS Maternity Pay Rates

Under Agenda for Change, if you have at least 12 months' continuous NHS service by the beginning of the 11th week before your due date, your maternity pay is:

•Weeks 1-8: Full pay (your normal salary)

•Weeks 9-26: Half pay plus SMP (combined, this cannot exceed your full pay)

•Weeks 27-39: SMP only (£194.32/week for 2026/27)

•Weeks 40-52: Unpaid

If you have less than 12 months' NHS service, you'll receive SMP only (the same as any other employer).

How Does This Compare to SMP?

For a Band 5 nurse earning approximately £29,970:

•Under NHS scheme: Approximately £19,200 total (8 weeks full + 18 weeks half+SMP + 13 weeks SMP)

•SMP only: Approximately £9,525 total

•Difference: Over £9,600 extra from the enhanced scheme

This is why the NHS is considered one of the best employers for maternity pay in the UK.

Eligibility for Enhanced NHS Pay

To receive the full enhanced maternity pay, you must:

•Have 12 months' continuous NHS service by the 11th week before your due date

•Intend to return to work for at least 3 months after your maternity leave

•Service with different NHS employers counts if there's no break of more than 3 months

The Return-to-Work Condition

The enhanced pay (the half-pay element) is conditional on you returning to NHS employment for at least 3 months. If you don't return, you may have to repay the enhanced portion. The SMP element is not affected — you keep that regardless.

If you're unsure about returning, discuss your options with your HR department before your leave starts.

NHS Maternity Leave Entitlements

All NHS employees are entitled to the statutory 52 weeks of maternity leave, regardless of length of service. During this time:

•You continue to accrue annual leave (including bank holidays)

•Your incremental date is not affected

•Your pension contributions continue during paid leave (employer contributions based on your full pay)

•You're protected from redundancy and unfair dismissal

Pension During NHS Maternity Leave

For NHS Pension Scheme members:

•During paid leave: Both employer and employee contributions continue. Employee contributions are based on actual pay received, while employer contributions are based on your normal full-time equivalent pay

•During unpaid leave: No contributions are made, but you can choose to buy back the missed pension contributions later

•KIT days: Pension contributions apply to KIT day pay

Annual Leave Accrual

NHS staff continue to accrue annual leave during maternity leave. With the NHS offering generous leave allowances (starting at 27 days plus 8 bank holidays, rising to 33 days with long service), this can result in a significant leave balance when you return.

Discuss with your manager how you'll use accrued leave — many NHS staff take it immediately before or after maternity leave for an extended period off.

KIT Days in the NHS

Like all employers, the NHS allows up to 10 Keeping In Touch days during maternity leave. Many NHS trusts encourage KIT days for:

•Mandatory training updates

•Clinical skills refreshers

•Team meetings and updates

•Appraisals

Your trust should pay you your normal rate for KIT days, on top of your SMP.

Bank and Agency NHS Workers

If you work for the NHS through a bank or agency, your maternity pay situation is different:

•NHS Bank workers: You may qualify for the enhanced Agenda for Change scheme if you have 12 months' continuous service with the trust. Some trusts treat regular bank shifts as continuous employment, while others do not. Request written confirmation of your service status from your trust's HR department well before the qualifying week. If you do qualify, you'll receive the same enhanced package as permanent staff

•Agency workers: You'll generally receive SMP from the agency (not the enhanced NHS rate), provided you meet the standard SMP qualifying conditions — 26 weeks' service and average weekly earnings of at least £129. If you don't qualify for SMP through the agency, apply for Maternity Allowance instead. Read our guide on maternity pay for agency and zero-hours workers for more detail

Part-Time NHS Staff

If you work part-time for the NHS, your enhanced maternity pay entitlement is exactly the same as full-time colleagues — it is simply based on your contracted part-time salary. Your full pay during weeks 1-8 means your actual part-time salary, and the half-pay element in weeks 9-26 is half of your part-time salary plus SMP. You accrue annual leave on a pro-rata basis throughout your entire maternity leave, including bank holidays. If you're considering changing your hours when you return, you have the right to request flexible working after maternity leave, and the NHS generally has good policies supporting part-time and flexible arrangements.

How to Apply

1.Inform your line manager and HR department of your pregnancy

2.Provide your MATB1 certificate

3.Complete your trust's maternity leave application form

4.HR will confirm your pay entitlement and leave dates

Calculate Your NHS Maternity Pay

While our Maternity Pay Calculator shows your statutory entitlement, your enhanced NHS pay will be significantly higher. Contact your HR department for an exact breakdown.

•Calculate SMP baseline — your statutory minimum

•Plan your dates — key maternity dates

•See after-tax pay — understand deductions

•Child Benefit — additional income