How Long Is Maternity Leave in the UK?

Eligible employees in the UK can take up to 52 weeks of statutory maternity leave, but statutory maternity pay (SMP) usually lasts for no more than 39 weeks. The leave is divided into 26 weeks of ordinary maternity leave and 26 weeks of additional maternity leave. You do not have to take the full year, and the amount of pay you receive depends on statutory rules and any enhanced benefits your employer offers. If you take all 52 weeks and receive only SMP, the final 13 weeks will usually be unpaid. Checking your employer’s policy and planning for changes in income can help you decide how much leave to take and prepare for your return.

How Much Maternity Leave Can You Take?

Statutory maternity leave can last for up to 52 weeks. The first 26 weeks are called ordinary maternity leave, and the following 26 weeks are called additional maternity leave. These are the two parts of the same statutory entitlement, rather than separate periods that extend the maximum beyond a year.

You can choose to return before the end of the 52 weeks. The right to take a year does not mean you must use all of it. Your plans may depend on your health, caring arrangements, finances, and the support available at work.

How Long Is Statutory Maternity Pay Paid For?

SMP can be paid for up to 39 weeks if you meet the eligibility requirements. It is separate from maternity leave: being able to take leave for up to 52 weeks does not mean you will receive statutory pay throughout that period.

For employees who qualify, SMP is generally paid at 90% of average weekly earnings before tax for the first six weeks. For the next 33 weeks, it is paid at the standard statutory weekly rate or at 90% of average weekly earnings if that is lower. The rate in effect from April 2026 is £194.32 per week. Littler reports on the statutory payment-rate changes for that month in its summary of the April 2026 changes.

If you take the full 52 weeks and your employer does not provide additional pay, the final 13 weeks will usually be unpaid. Your actual income may also vary if you do not qualify for SMP or if your employer provides an enhanced maternity-pay package. Flexa explains the distinction between statutory maternity rights and employer policies in its guide to maternity benefits and rights.

What Is the Difference Between Statutory and Enhanced Maternity Pay?

SMP is the statutory payment for employees who meet the relevant eligibility requirements. Some employers offer enhanced maternity pay that is more generous than SMP. The terms differ between employers and may provide higher pay for part or all of the leave period, or other support during leave or on return.

Check your employment contract, staff handbook, or written maternity policy for the details. Pay attention to how long any enhanced payments last and whether the policy sets conditions, such as a requirement to return to work for a specified period. When comparing jobs or estimating household income, compare the full pay package rather than the maximum leave entitlement alone. Two employers may both offer the same length of leave while paying very different amounts during it.

What Changed In 2026?

Statutory payment rates changed in April 2026. Baker McKenzie’s overview covers the increases to statutory maternity pay and other statutory family payments, along with new rights introduced during the same period. Read its analysis of the 2026 statutory changes.

The Bereaved Partners Paternity Leave Regulations 2026 introduced up to 52 weeks of unpaid leave for partners where a mother or primary adopter dies. This is a separate entitlement from maternity leave. Wider employment-law reforms also introduced day-one rights to paternity leave, parental leave, and bereaved partners’ paternity leave in April 2026. Pinsent Masons outlines these changes and the planned timeline for further reforms in its 2026 employment-rights timeline.

The reforms also provide for stronger protection from dismissal for people who are pregnant, on maternity leave, or within six months of returning to work, subject to specific circumstances. The details and application of these protections depend on the circumstances described in the relevant rules. Pinsent Masons’ timeline explains how the measures fit into the wider changes.

How Can You Plan Your Maternity Leave?

Start by considering how much leave you want to take and how your health, caring arrangements, and finances may affect that decision. You can then check the employer’s written policy and map out expected income across the leave period. Include any enhanced pay, the change from the earnings-related SMP rate to the standard rate, and any unpaid weeks.

It can also help to confirm your employer’s arrangements for notification, keeping in touch during leave, handing over work, and returning to your role. Discussing these practical points early can give you and your employer time to plan cover and agree how work will be managed while you are away.

What Should Employers Consider?

Employers should keep maternity policies and payroll procedures aligned with current statutory rates and the rules that apply to family leave. Managers also need to understand how to handle leave planning and return-to-work arrangements. For organisations with employees in multiple countries, UK maternity entitlements should be distinguished from the rules that apply in other jurisdictions.

*This article is for general informational purposes only and is not legal advice.