UK · SMP 2026/27
UK Maternity Pay Calculator 2026 - Statutory Maternity Pay
You'll need your gross pay and your planned maternity leave start date. You can also check whether you are likely to qualify for SMP.
Enter weekly pay if you know your average weekly pay, or choose monthly/yearly for a salary estimate. Actual SMP is based on gross pay in the 8-week relevant period before your qualifying week.
The date your maternity leave begins. You can start from 11 weeks before your expected week of childbirth.
See your SMP estimate for all 39 paid weeks, plus a month-by-month cashflow breakdown so you can plan ahead. · Verified from gov.uk
Reviewed by Abdul Rafay (verified against gov.uk SMP guidance, May 2026) · Published May 2026 · Last verified: May 2026
What is Statutory Maternity Pay?
Statutory Maternity Pay is a government benefit paid by your employer for up to 39 weeks while you are on maternity leave. For the first 6 weeks you receive 90% of your average weekly earnings. For the remaining 33 weeks you receive £194.32 per week for 2026/27, or 90% of your average weekly earnings if that is lower.
How Your SMP Is Calculated
Your SMP is based on your average weekly earnings (AWE) from the 8 weeks before your qualifying week, which falls 15 weeks before your baby is due. How much you receive depends on which phase of leave you are in.
| Period | Rate | Example (£35,000/year) |
|---|---|---|
| Weeks 1-6 | 90% of AWE | ~£606/week |
| Weeks 7-39 | £194.32/week or 90% of AWE (lower) | £194.32/week |
| Weeks 40-52 | Unpaid | £0 |
What counts as average weekly earnings?
AWE is based on gross earnings paid in the relevant period before your qualifying week, not your annual salary. For weekly-paid employees, this is usually total gross pay in the 8-week relevant period divided by 8. For monthly-paid employees, GOV.UK calculates the monthly average, multiplies by 12, then divides by 52. Bonuses or pay rises in that window will push your AWE higher than a simple salary estimate. This calculator uses your annual salary as a fast approximation.
Do you qualify for SMP?
You qualify if you have worked for the same employer for at least 26 continuous weeks up to your qualifying week and earn at least £129/week on average. For maternity leave, you normally tell your employer at least 15 weeks before your baby is due. For SMP, you must give at least 28 days' notice of when you want SMP to start and provide proof of pregnancy, such as a MATB1 certificate or a letter from your doctor or midwife. If you do not qualify for SMP, you may be eligible for Maternity Allowance instead.
Example Calculation
Sarah earns £35,000 per year and starts maternity leave on 1 September 2026.
These are gross figures before tax and National Insurance. Sarah's actual take-home during maternity leave will depend on her tax code and other deductions.
Key rules
SMP Rules to Know
- 01
SMP is based on your relevant-period pay, not your salary
Your AWE comes from your gross pay in the 8-week relevant period before your qualifying week. The salary you enter here gives an estimate only. If you received a bonus or pay change in that period, your actual SMP will differ.
- 02
The qualifying week is fixed
Your qualifying week is the 15th week before your baby's due date (Sunday to Saturday). You must have been employed by the same employer continuously for at least 26 weeks up to and including that week.
- 03
SMP is taxable
SMP counts as income. Tax and National Insurance are deducted through your employer's payroll. Your take-home will be lower than the gross figures shown here.
- 04
You can start leave from 11 weeks before your expected week of childbirth
The earliest you can start maternity leave is 11 weeks before your expected week of childbirth. Leave starts automatically if you are off work with a pregnancy-related illness in the 4 weeks before your due week.
- 05
If you earn below £129/week you may not qualify
If your average weekly earnings are below £129 (the lower earnings limit for 2026/27), you will not qualify for SMP. You may be able to claim Maternity Allowance from the DWP instead.
Frequently asked
Maternity Pay Questions
How much maternity pay will I get in the UK?
SMP pays 90% of your average weekly earnings for the first 6 weeks, then £194.32 per week for the next 33 weeks, giving you 39 weeks of paid leave in total. On a £35,000 salary that comes to around £10,047 before tax.
How do I calculate my maternity pay?
Your SMP is calculated in two phases using your average weekly earnings (AWE), based on gross pay in the 8 weeks before your qualifying week. Weeks 1-6 pay 90% of your AWE; weeks 7-39 pay £194.32 per week, or 90% of your AWE if that is lower. For weekly-paid employees, AWE is total gross pay in those 8 weeks divided by 8; for monthly-paid employees, GOV.UK takes the monthly average, multiplies by 12, then divides by 52. This calculator estimates from your annual salary as a quick starting point.
Is Statutory Maternity Pay 90% of my salary?
Only for the first 6 weeks. After that it drops to £194.32/week, the 2026/27 flat rate, unless 90% of your earnings works out to less than £194.32, which affects lower earners only. Most people on average or above-average salaries receive the flat rate for weeks 7-39.
Does my employer have to pay more than SMP?
No. SMP is the legal minimum your employer must pay. Some employers offer enhanced maternity pay on top, for example full pay for the first 12 weeks or half pay for 6 months. Check your employment contract or staff handbook to find out what your employer offers.
What if I do not qualify for SMP?
Your employer will give you form SMP1, and you can apply for Maternity Allowance from the DWP instead. If you were recently employed, Maternity Allowance pays up to £194.32/week for 39 weeks. If you are self-employed, the amount depends on your Class 2 National Insurance contributions and ranges from £27 to £194.32/week.
Can I work during maternity leave?
Yes, you can work up to 10 Keeping In Touch (KIT) days during maternity leave without losing SMP or ending your leave. Both you and your employer must agree to KIT days beforehand, including the type of work and pay. Your employer cannot force you to take them, and you are not required to accept them. They are often used for training, team meetings, or to ease the return to work.