NHS Maternity Pay Calculator 2026 | Occupational + Statutory SMP OMP
NHS employees on Agenda for Change contracts receive far more than standard Statutory Maternity Pay. SMP pays £194.32 per week from April 2026, but NHS Occupational Maternity Pay tops this up significantly across your 52-week leave. This guide covers eligibility, week-by-week pay breakdown, KIT days, pension impact, and what you keep if you don’t return — all at confirmed 2026/27 AfC rates.
Calculation type
Pay and dates
NHS occupational eligibility
What Is NHS Statutory Maternity Pay?
NHS statutory maternity pay refers to the weekly payment that NHS employees receive during maternity leave, made up of two elements: Statutory Maternity Pay (SMP), which is the legal minimum set by the government, and Occupational Maternity Pay (OMP), which is the enhanced top-up provided by the NHS under the Agenda for Change terms and conditions.
SMP alone pays 90% of your average weekly earnings for the first six weeks, followed by a flat rate of £194.32 per week (or 90% of your average weekly earnings if that figure is lower) for the next 33 weeks. The NHS OMP package sits on top of this and significantly increases what you receive during the first 26 weeks of your leave. Think of SMP as the floor — what every qualifying UK employee gets — and NHS OMP as the NHS's own upgrade on top of that floor.
How Does NHS Maternity Pay Work? The Step-by-Step Mechanism
Understanding your maternity pay requires understanding a few key terms first. These are the building blocks of every calculation.
The Expected Week of Childbirth (EWC) is the week your baby is due. It always starts on the Sunday before your due date. This week is the anchor point for almost every date calculation in your maternity pay entitlement. Every qualifying deadline, leave start date, and pay period is calculated backwards or forwards from your EWC.
Your Qualifying Week is the 15th week before your EWC. This is the most important date in your eligibility check. You must have been employed by the NHS continuously for at least 26 weeks up to and including your qualifying week to be entitled to SMP. In plain terms: if your baby is due in August 2026, your qualifying week falls in late April 2026, and you need to have been employed since late October 2025 at the latest.
Average Weekly Earnings (AWE) is the figure used to calculate your SMP. HMRC calculates your AWE by adding up your total gross earnings in the eight weeks immediately before your qualifying week, then dividing by eight. This is why your pay in the two months before your qualifying week matters enormously. If you have recently had a pay rise, worked overtime, or received any back-pay, it will be included in your AWE calculation and increase your SMP. Conversely, if you took unpaid sick leave during that period it may reduce your AWE.
The minimum earnings threshold is £125 per week (2026/27). Your AWE must exceed this figure for you to qualify for SMP at all. Almost all NHS staff comfortably exceed this, but bank-only workers or those returning from a career break should check.
The Two Layers of NHS Maternity Pay Explained
This is the section most guides get wrong, or skip entirely. NHS staff receive two overlapping types of maternity pay simultaneously, not sequentially. Understanding how they interact is the key to reading your payslip during leave.
Layer 1: Statutory Maternity Pay (SMP)
SMP is paid for 39 weeks in total and follows a two-phase structure.
Phase 1 — Weeks 1 to 6: You receive 90% of your Average Weekly Earnings. There is no upper cap on this phase. If your AWE is £600 per week, you receive £540 per week during this phase. This is why higher-band NHS workers still receive a meaningful income in the early weeks even though SMP alone later drops to the flat rate.
Phase 2 — Weeks 7 to 39: You receive whichever is lower — the flat rate of £194.32 per week (confirmed for 2026/27 from 6 April 2026, up from £187.18 in 2025/26) or 90% of your AWE. For most NHS staff, the flat rate applies because 90% of their AWE will be above £194.32.
Weeks 40 to 52 are unpaid under SMP. You can take them, but you receive nothing from the government.
Layer 2: NHS Occupational Maternity Pay (OMP)
This is the NHS's own enhanced maternity pay policy, agreed under Agenda for Change. It is paid on top of SMP during your first 26 weeks of leave and is what makes NHS maternity pay genuinely generous compared to most private sector employers.
Under the standard AfC occupational maternity pay policy, which applies to the majority of NHS trusts in England, you receive:
Weeks 1 to 8 (the first two months): Full pay. Your OMP tops up SMP so that your total income equals your normal full salary. In effect, you receive your usual take-home pay during these eight weeks. Your trust pays the difference between your SMP entitlement and your full salary.
Weeks 9 to 26 (the following four months): Half pay plus SMP. Your OMP drops to half your normal salary, but SMP continues alongside it. Depending on your band and salary, these two payments combined often add up to more than half pay — and in some cases may approach your full salary for Band 2 and Band 3 staff where SMP represents a proportionally larger share of normal earnings.
Weeks 27 to 39: SMP only. From week 27, OMP ends entirely and you receive only the SMP flat rate of £194.32 per week.
Weeks 40 to 52: Unpaid. No OMP, no SMP. You can choose whether to take these weeks.
NHS Maternity Pay by Band: What You Actually Receive Month by Month
The figures below are illustrative estimates for full-time England staff using 2026/27 salary rates. Actual amounts will vary based on your exact AWE, tax code, pension tier, and your trust's specific OMP policy. Your payroll team is the definitive source for your personalised figures.
Band 5 Nurse (salary £32,073, AWE approx. £617/week)
| Period | SMP | OMP Top-Up | Monthly Total (approx.) |
|---|---|---|---|
| Weeks 1–6 | £555/week (90% AWE) | Top-up to full pay | ~£2,150 (full pay) |
| Weeks 7–8 | £194.32/week | Top-up to full pay | ~£2,150 (full pay) |
| Weeks 9–26 | £194.32/week | Half pay added | ~£1,500–£1,600 |
| Weeks 27–39 | £194.32/week | None | ~£843/month |
| Weeks 40–52 | None | None | £0 |
Band 3 Support Worker (salary £25,760, AWE approx. £495/week)
| Period | SMP | OMP Top-Up | Monthly Total (approx.) |
|---|---|---|---|
| Weeks 1–6 | £446/week (90% AWE) | Top-up to full pay | ~£1,730 (full pay) |
| Weeks 7–8 | £194.32/week | Top-up to full pay | ~£1,730 (full pay) |
| Weeks 9–26 | £194.32/week | Half pay added | ~£1,200–£1,300 |
| Weeks 27–39 | £194.32/week | None | ~£843/month |
| Weeks 40–52 | None | None | £0 |
Note: Monthly figures above are gross before tax. Tax is still deducted from maternity pay in the same way as regular earnings. Your take-home will be lower after income tax, National Insurance, and pension contributions where applicable.
NHS Maternity Pay Eligibility: Do You Qualify?
To receive SMP from the NHS you must meet all of the following conditions.
You must have been continuously employed by your NHS trust for at least 26 weeks up to and including your qualifying week (the 15th week before your EWC). A break in service resets this clock, but moving between NHS trusts without a gap may count as continuous service under the NHS national terms and conditions — check with your HR department.
Your average weekly earnings must be at least £125 in the eight weeks before your qualifying week. As noted, this is rarely an issue for substantive NHS post holders but may affect bank-only or very low-hours workers.
You must still be employed on your qualifying week. Redundancy before the qualifying week may affect your SMP entitlement; HMRC has specific protections in this situation.
You must give your employer at least 28 days' notice of when you want your SMP to start, unless it is not reasonably practicable to do so. You must also provide proof of pregnancy — your MATB1 certificate, issued by your midwife or GP no earlier than 20 weeks before your due date.
For NHS Occupational Maternity Pay, the qualifying condition is different and more generous. To receive OMP, you must have 12 months of continuous NHS service (not just with your current trust, but anywhere in the NHS) by the beginning of the 11th week before your EWC. There is a crucial distinction here: SMP and OMP have different qualifying windows. You may qualify for SMP but not OMP if your total NHS service is under 12 months. In that case, you receive SMP only for 39 weeks rather than the enhanced full-pay and half-pay package.
The return-to-work condition. To keep your Occupational Maternity Pay, you must return to NHS employment for at least three months after your maternity leave ends. If you decide not to return, your trust will ask you to repay the OMP element (not the SMP, which you keep regardless). This condition applies even if you return to a different NHS trust.
Key Maternity Leave Dates You Need to Know
Getting your dates right is critical, both for your financial planning and your legal rights. Here are the dates that matter most.
Earliest start date for maternity leave: You can begin maternity leave as early as 11 weeks before your EWC. You cannot start earlier than this.
Latest date to notify your manager: You must notify your employer of your intended start date at least 28 days before you plan to begin leave. In practice, most NHS HR departments ask for much more notice to arrange cover, and earlier notification is always in your interest.
Automatic trigger dates: If you are absent from work due to a pregnancy-related illness in the four weeks before your EWC, your maternity leave — and SMP — will start automatically, regardless of your planned start date.
SMP start date: SMP begins on the same day as your maternity leave. You cannot receive SMP while still working, except on Keeping in Touch (KIT) days.
Latest date to claim SMP: You must claim SMP from your employer no later than 28 days before you want it to start. In practice, the MATB1 certificate submission triggers this process.
What Happens to Your NHS Pension During Maternity Leave?
Your NHS pension is one of the most valuable parts of your employment package, and maternity leave is handled particularly well by the NHS Pension Scheme compared to most occupational schemes.
During any period when you are receiving full pay or half pay (the first 26 weeks under OMP), your pension contributions continue to be deducted and your employer contributions continue as normal. Your pension builds exactly as if you were at work.
During the SMP-only period (weeks 27 to 39), pension contributions are calculated on the SMP you receive, not on your normal salary. This means your pension accrual slows during this period but does not stop. Importantly, your employer still makes contributions based on your notional full-time salary during all paid leave — so the employer's 23.7% contribution to your pension continues at full value throughout your paid leave.
During any period of unpaid leave (weeks 40 to 52), you do not make pension contributions and your pension does not accrue. However, you can choose to pay additional contributions to buy back this period if you wish — speak to the NHS Pensions team or your HR department for options.
Your maternity leave does not count as a break in service for pension purposes and does not affect your pension record in any negative way.
Annual Leave During Maternity Leave
This is one of the most commonly misunderstood aspects of NHS maternity policy, and getting it right can make a meaningful difference to your income.
You continue to accrue your full annual leave entitlement throughout your entire maternity leave, including any unpaid weeks. If you were entitled to 27 days of annual leave per year before going on maternity leave, you will have accrued approximately 27 days by the time a full year has passed.
You cannot take annual leave during maternity leave — the two cannot run simultaneously. However, many NHS staff choose to add annual leave immediately before or after maternity leave, effectively extending their paid period away from work. For example, if you have 15 days of unused annual leave when you start maternity leave, you could take those days immediately after your 39 weeks of SMP ends rather than returning directly to work. Those days would be paid at your normal rate, not the SMP flat rate.
Always discuss your annual leave plan with your manager before going on leave. NHS trusts may have local policies about how accrued annual leave can be taken around maternity leave, and you want this agreed in writing before you start.
Keeping in Touch (KIT) Days
NHS staff on maternity leave are allowed up to 10 Keeping in Touch days during their leave. These are optional working days that you can use — with your manager's agreement — to attend training, team meetings, appraisals, or to ease back into work before formally returning. You are paid your normal daily rate for each KIT day, and KIT days do not affect your SMP entitlement or restart your maternity leave.
KIT days are entirely voluntary. Your employer cannot require you to work them, and you are under no obligation to agree to them. However, used well, they can be a useful way to stay connected with your team and reduce the anxiety of returning after a long absence.
NHS Shared Parental Leave: The Alternative Option
If your partner is also eligible, you may be able to convert some of your maternity leave into Shared Parental Leave (SPL), allowing your partner to take weeks of leave alongside or instead of you. SPL pays at the same rate as SMP — £194.32 per week — rather than at the NHS OMP rate. This means sharing leave early in the maternity period, when you would otherwise receive full pay under OMP, results in a financial loss compared to you taking that leave yourself. Most NHS couples who use SPL do so in the later SMP-only weeks when the financial difference is smaller. Your trust HR team can provide a full SPL breakdown based on your specific circumstances.
NHS Maternity Pay After Tax: What You Actually Take Home
A figure that often surprises NHS staff is how much maternity pay is reduced by tax. Your maternity pay — both SMP and OMP — is treated as earnings for tax purposes. Income tax and National Insurance are deducted through PAYE in exactly the same way as your normal salary.
During the full-pay period, your take-home will be approximately the same as your normal monthly net pay. During the half-pay plus SMP period, your income will be substantially reduced but still taxable. During the flat-rate SMP-only period, £194.32 per week is £843 per month gross. After tax and NI at Band 3 to Band 5 levels, you will take home roughly £750 to £800 per month during this phase, depending on your tax code.
NHS pension contributions are also deducted from any maternity pay that counts as pensionable pay. During the full-pay and half-pay periods, your pension tier is based on your annualised pensionable pay — so if your half-pay period falls within a different pension contribution tier, your deduction rate changes accordingly.
Frequently Asked Questions
How much is NHS maternity pay in 2026?
NHS SMP pays 90% of your average weekly earnings for the first six weeks, then £194.32 per week for the next 33 weeks — a total of 39 paid weeks. On top of this, NHS Occupational Maternity Pay tops up your income to full pay for the first eight weeks and half pay for weeks nine to 26, provided you have at least 12 months of NHS service and return to work for at least three months afterwards.
Do I get full pay for the entire time I am on maternity leave?
No. Full pay applies only for the first eight weeks under the standard NHS OMP policy. Weeks nine to 26 are at half pay plus SMP. Weeks 27 to 39 are at the SMP flat rate only (£194.32 per week). Weeks 40 to 52 are unpaid, though you may be able to follow these with accrued annual leave paid at your normal rate.
What if I have less than 12 months of NHS service?
If you have less than 12 months of continuous NHS service at the start of the 11th week before your EWC, you will not qualify for NHS Occupational Maternity Pay. You will still receive standard SMP (provided you meet the 26-week continuous employment and AWE tests), but without the full-pay and half-pay top-up from the NHS.
Is maternity pay the same across all NHS trusts?
The minimum entitlement is set nationally under Agenda for Change and applies across England. Scotland and Wales have their own versions of the NHS maternity policy, which are broadly similar but have some differences. Individual NHS trusts cannot offer less than the AfC minimum, but some trusts offer enhanced policies — particularly for staff who return to work sooner than the required three months, or who have longer service. Always read your own trust's maternity policy document.
Can I work during maternity leave?
You can work up to 10 Keeping in Touch (KIT) days during your maternity leave without it affecting your SMP or ending your leave. Any work beyond 10 KIT days will automatically end your maternity leave and SMP. KIT days must be agreed with your manager in advance.
What happens to my maternity pay if my baby is born early?
Your maternity leave and SMP begin automatically on the day after the birth, regardless of how early the birth is. The total entitlement (39 weeks SMP, up to 52 weeks leave) remains the same. Your MATB1 certificate and your qualifying week rules still apply based on your original EWC.
Does maternity pay affect my NHS pension?
Your NHS pension continues to accrue during all paid periods of maternity leave. During unpaid leave it does not accrue unless you make voluntary additional contributions. Your employer continues to pay its 23.7% contribution throughout your paid leave, meaning your pension is still building at full value during the OMP period.
How do I calculate my Average Weekly Earnings?
Add up all your gross earnings in the eight weeks immediately before your qualifying week (the 15th week before your EWC), then divide by eight. Include all regular pay: basic salary, unsocial hours enhancements, and overtime. Exclude employer pension contributions. If you are paid monthly rather than weekly, the calculation uses the two months of payslips that fall in the relevant period.
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To get a personalised calculation based on your exact band, salary, due date, and planned leave start date, use the NHS maternity pay calculator at nhspaycalculatorss.co.uk.
Disclaimer: Figures are based on 2026/27 confirmed rates and standard NHS Agenda for Change maternity policy for England. OMP entitlement is subject to your trust's specific policy and your individual qualifying circumstances. This article is for informational purposes only. Contact your HR department or payroll team for figures specific to your contract.
Daniel Carter is a senior NHS Payroll Accountant with over 10 years of experience in Agenda for Change pay structures, tax, and pensions. He created the NHS Pay Calculators platform to help NHS staff easily understand their take-home pay, sick pay, maternity pay, and pension entitlements through simple, accurate online tools.
Daniel Carter is a senior NHS Payroll Accountant with over 10 years of experience in Agenda for Change pay structures, tax, and pensions. He created the NHS Pay Calculators platform to help NHS staff easily understand their take-home pay, sick pay, maternity pay, and pension entitlements through simple, accurate online tools.
