Family · Work
Maternity Leave Calculator
How much maternity leave are you entitled to? Country-by-country breakdown — UK SML/SMP, US FMLA, EU minimums, Canada, Australia, India. Plus paternity, shared parental leave, KIT days, returning to work, redundancy protection.
Last reviewed 31 May 2026
Maternity leave window
When can my maternity leave start and end?
Pick a country and enter your EDD to see your leave window.
How much maternity leave am I entitled to?
Varies enormously by country:
- UK: 52 weeks Statutory Maternity Leave; 39 weeks paid (6 at 90% pay, 33 at £184.03/week or 90% earnings).
- US: NO federal paid leave; FMLA 12 weeks UNPAID; some states have paid (CA, NY, NJ, WA, MA, etc.).
- EU: minimum 14 weeks (most 16-20).
- Canada: 12-18 months partly-paid via Employment Insurance.
- Australia: 20 weeks Paid Parental Leave + 12 months unpaid.
- Germany: 14 weeks paid + parental leave up to 3 years.
- Norway / Sweden: 12+ months paid (most generous globally).
- India: 26 weeks paid (2017 reform).
UK Statutory Maternity Pay
- Eligibility: 26 weeks’ continuous employment by qualifying week; earnings averaging £125+/week.
- Pay structure: 6 weeks at 90% earnings + 33 weeks at £184.03/week (or 90% earnings if lower).
- Total: 39 weeks paid; further 13 weeks unpaid available.
- Paid by: employer (reclaimed from HMRC).
- Alternative: Maternity Allowance for self-employed / not-eligible-for-SMP (39 weeks at £184.03/week, paid by Jobcentre Plus).
When can I start maternity leave?
UK: from 11 weeks before due date; latest start is day baby is born (or day after if early). Must give 28 days’ notice of leave start. Many women work as close to due date as possible to maximise time with baby; some take earlier leave if uncomfortable or high-risk pregnancy. Be flexible — pregnancy can change plans.
Paternity / partner leave (UK)
- 2 weeks Statutory Paternity Leave.
- Within 56 days of birth.
- Pay: £184.03/week or 90% of earnings (whichever lower).
- From 2024: can be taken in 2 non-consecutive 1-week blocks.
- Eligibility: 26 weeks’ continuous employment by 15 weeks before due date.
Shared Parental Leave (UK)
Allows parents to share up to 50 weeks of leave + 37 weeks of pay between them. Mother takes minimum 2 weeks recovery; rest can be shared. Pay at SMP rate (£184.03/week). Flexible: concurrently or consecutively; split into blocks; mum can return to work while dad / partner takes leave. Uptake low (~2-8% of eligible) due to enhanced-maternity vs basic-SPL pay differentials.
US — paid leave landscape
- Federal: FMLA 12 weeks UNPAID for eligible employees (worked 1+ year, 1,250+ hours).
- State paid leave: CA, NY, NJ, WA, MA, RI, OR, CT, CO, NM, DE.
- Employer-provided: varies widely; some offer 16+ weeks paid; others zero.
- Reality: many US women return at 6-8 weeks due to no income.
- Pregnancy Discrimination Act protects against pregnancy-based firing.
Other UK rights during pregnancy / leave
- Paid antenatal appointments — pregnant employees entitled to paid time off for appointments (no minimum service).
- Partner antenatal — up to 2 antenatal appointments unpaid time off.
- Annual leave accrues during maternity leave.
- Pension contributions continue (employer based on pre-leave pay).
- Pay rises apply during maternity leave (SMP recalculated).
- Up to 10 KIT days during leave without ending it.
- 18 months redundancy protection post-return (2024 update).
Budgeting on UK maternity leave
- Months 1-3 (90% pay): ~full salary.
- Months 4-9 (basic SMP): £184.03/week = ~£800/month gross.
- Months 10-12 (unpaid): zero.
Save 3-6 months expenses pre-baby. Check contract for enhanced maternity. Use Child Benefit (£25.60/week first child) and Universal Credit if eligible. Pre-pay annual subscriptions before salary drops.
Returning to work decisions
UK: most women take 9-12 months leave; ~70% return to same employer; ~50% reduce hours or change role.
Flexible working considerations:
- Part-time.
- Term-time only.
- Compressed week (4 long days).
- 9-day fortnight.
- Hybrid working.
UK day-one right (2024 update) to REQUEST flexible working — employer must consider seriously.
What about adoption?
UK PRIMARY ADOPTER eligible for adoption leave equivalent to maternity (52 weeks total; 39 weeks paid at SMP rates). SECONDARY ADOPTER: 2 weeks adoption pay. Surrogacy / foster-to-adopt: changing rules. International adoption: different. Same pay rates as SMP. Often enhanced by employers. Support: Adoption UK.
Can I be made redundant during maternity leave?
UK: yes but with PROTECTION. If role genuinely redundant, employer must FIRST offer any SUITABLE ALTERNATIVE VACANCY — overriding other candidates. From 2024: extended to 18 months POST-RETURN. Dismissal specifically because of pregnancy / leave is automatically UNFAIR. Support: Maternity Action 0808 802 0029, Citizens Advice, ACAS.
Different scenarios — common situations
Scenario 1: UK first-time mum, 5+ years with employer, generous enhanced pay
Often full pay for 6+ months, half pay 6-9 months. Plan to take 9-12 months. Save for unpaid period. Return part-time often offered.
Scenario 2: UK, just started job 3 months pregnant, not eligible for SMP
Maternity Allowance route — paid by Jobcentre Plus, 39 weeks at £184.03/week. Apply 26 weeks before due date. Self-employed works similarly.
Scenario 3: US, no state paid leave, employer no paid maternity
FMLA 12 weeks unpaid. Save 6-12 months income pre-baby. Many return at 6-8 weeks. Consider STD (short-term disability) policy if offered. Explore family / community support.
Scenario 4: UK, shared parental leave with partner
Apply for SPL. Mum takes initial 2 weeks recovery + any further; partner can take rest. Some couples split 6 + 6 months; some overlap; some take blocks. Flexible.
Scenario 5: India, full-time employee at large company
26 weeks paid maternity leave (Maternity Benefit Act 2017). Plus work-from-home option for further period for some employers. Creche facility required in workplaces with 50+ employees.
Care guidance — making the most of leave
- Know your rights — check contract + statutory + state-specific.
- Give notice in writing — everything documented.
- Budget ahead — especially for unpaid period.
- Plan childcare early — waitlists are long.
- KIT days strategically — stay connected.
- Negotiate flexible working at return.
- Take ALL your leave if possible — you can’t bank it.
- Don’t check work email — protect your leave time.
- Support network — new mums groups, family, friends.
- Mental health — return-to-work is a major transition.
Sources
- UK Gov. Statutory Maternity Pay and Leave.
- UK Maternity Action. Maternity rights advice.
- US Department of Labor. Family and Medical Leave Act (FMLA).
- EU. Directive on Work-Life Balance for Parents and Carers.
- ILO. Maternity Protection Convention C183.
- WHO. Maternity protection.
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Frequently asked questions
How much maternity leave am I entitled to?
Varies enormously by country. UK: 52 WEEKS Statutory Maternity Leave (SML) — 39 weeks paid (6 weeks at 90% pay, 33 weeks at £184.03/week or 90% of average earnings, whichever lower); 13 weeks unpaid. US: NO FEDERAL PAID LEAVE; FMLA gives 12 weeks UNPAID for eligible employees; some states (CA, NY, NJ, WA, MA, RI, OR, CT, CO, NM, DE) have paid family leave. EU: minimum 14 weeks (most countries 16-20 weeks). CANADA: 12-18 months partly-paid through Employment Insurance. AUSTRALIA: 20 weeks Paid Parental Leave + 12 months unpaid. GERMANY: 14 weeks paid + parental leave up to 3 years. NORWAY / SWEDEN: 12+ months paid (some of the most generous globally). INDIA: 26 weeks paid maternity leave (2017 reform).
How does UK Statutory Maternity Pay work?
Eligibility: Worked for current employer continuously for 26 weeks by 'qualifying week' (15 weeks before due date); earnings averaging at least £125/week (2024-25). PAYMENT: 6 weeks at 90% of average weekly earnings + 33 weeks at £184.03/week (or 90% of earnings, whichever lower). PAYMENT TYPE: paid by employer; reclaimed from HMRC. ALTERNATIVES if not eligible: MATERNITY ALLOWANCE — paid by Jobcentre Plus to self-employed / recently employed for 39 weeks at £184.03/week. Both can be received from 11 weeks before due date.
When should I start maternity leave?
UK: SML can start from 11 WEEKS BEFORE due date; latest start is the day baby is born (or if baby comes early, the day after birth). MATERNITY ALLOWANCE rules similar. ENHANCED contractual maternity from employer may have different rules. STRATEGY: many women work as close to due date as possible to maximise leave with baby; some take earlier leave if uncomfortable / risk pregnancy. Be flexible — pregnancy can change plans. UK: must give 28 days' notice of leave start.
What is shared parental leave (UK)?
Allows parents to share up to 50 WEEKS of leave + 37 WEEKS of pay between them. ELIGIBILITY: both parents employed; mother takes minimum 2 weeks recovery; rest can be shared. RATE: £184.03/week (Statutory Shared Parental Pay). FLEXIBILITY: parents can take leave concurrently or consecutively; split into blocks; mum can return to work while dad/partner takes leave. WHY: enables shared caring; supports gender equity. STATISTICS: only ~2-8% of eligible UK parents use SPL — barriers include enhanced maternity vs basic SPL pay differential at some employers.
What is paternity leave?
UK: 2 WEEKS Statutory Paternity Leave (SPL), within 56 days of birth. PAY: £184.03/week or 90% of earnings (whichever lower). ELIGIBILITY: 26 weeks' continuous employment by 15 weeks before due date. NEW 2024 changes: can be taken in 2 non-consecutive 1-week blocks. US: NO federal paid paternity leave; FMLA 12 weeks UNPAID. Some states (CA, NY, NJ, WA, MA, RI, OR) have paid. SOME EMPLOYERS offer enhanced paternity. EU: typically 2-4 weeks. SWEDEN / NORWAY: 'Daddy quota' (use it or lose it). ICELAND: 3 months paternity + 3 months mother + 6 months either parent.
What is parental leave (UK)?
DIFFERENT from maternity leave. Up to 18 WEEKS UNPAID leave per parent per child, until child's 18th birthday. Maximum 4 weeks per year unless employer agrees more. ELIGIBILITY: 1 year continuous employment. PURPOSE: e.g. arranging childcare, settling child into school, spending time with child. NOT to be confused with SHARED PARENTAL LEAVE which replaces some maternity. Most parents don't use parental leave separately — usually use annual leave for time with children.
Can I take time off for antenatal appointments?
UK: YES — pregnant employees entitled to PAID time off for antenatal appointments (no minimum service requirement). Includes midwife, GP, hospital, scan appointments. Reasonable time including travel. EMPLOYERS can request appointment confirmation from second appointment onwards. FATHERS / PARTNERS in UK: from 2014, entitled to UNPAID time off for up to 2 antenatal appointments. US: covered under FMLA for serious health conditions; otherwise depends on employer. AVOID booking back-to-back appointments — give yourself rest time.
What happens if I lose my job during pregnancy?
UK: PREGNANT EMPLOYEES have legal protection. Can't be dismissed because of pregnancy (Equality Act 2010); if dismissed during pregnancy / maternity leave, employer must give written reasons. STATUTORY MATERNITY PAY usually still payable if dismissed after qualifying week. MATERNITY ALLOWANCE may apply if not eligible for SMP. UNFAIR DISMISSAL claim possible. SUPPORT: ACAS, Citizens Advice, Maternity Action UK helpline 0808 802 0029. US: covered under Pregnancy Discrimination Act; FMLA protection (12 weeks unpaid). STATE laws vary.
How do I budget on maternity leave?
UK realistic calculation: months 1-3 (90% pay): full salary equivalent. Months 4-9 (basic SMP): £184.03/week = ~£800/month gross. Months 10-12 (unpaid): zero. SAVINGS BUFFER needed for last 3 months. MANY EMPLOYERS offer ENHANCED maternity pay (full pay 6+ months, half pay later, etc.) — check your contract. BUDGET PLAN: (1) Save 3-6 months expenses pre-baby; (2) Pre-pay annual subscriptions before salary drops; (3) Track expenses; (4) Use Child Benefit £25.60/week and consider Universal Credit if eligible. US: dramatically harder — many women return at 6-8 weeks due to no paid leave. Plan accordingly.
Should I return to work full-time, part-time, or not return?
PERSONAL decision. UK: most women take 9-12 months leave; ~70% return to same employer; ~50% reduce hours or change role. RETURN TO WORK CONSIDERATIONS: childcare cost vs income; emotional readiness; partner support; career trajectory; family circumstances; baby's needs. FLEXIBLE WORKING: UK day-one right (2024 update); request to change hours / work-from-home / compressed week. EMPLOYER must consider seriously. NEGOTIATION POINTS: part-time, term-time only, compressed week (4 long days), 9-day fortnight, hybrid working. SOME WOMEN never return — financial and emotional decision; often valued by partner / family.
What is keeping-in-touch (KIT) days?
UK: up to 10 'KIT days' during maternity leave allowed without ending leave or losing SMP. PURPOSE: maintain contact, attend training, project work. PAID at employer-agreed rate (usually full day's pay; some negotiate KIT days to count for hours actually worked). USEFUL: stay connected to colleagues, ease return-to-work transition, attend important meetings, complete handover. NOT MANDATORY — neither employer nor employee can compel. SHARED PARENTAL LEAVE has 20 SPLIT (Shared Parental Leave in Touch) days similar concept.
Do I keep my benefits during maternity leave?
UK: YES — most contractual benefits continue. Pension contributions: employer continues based on pre-leave pay. Annual leave: ACCRUES during maternity leave (so 12 months off = 12 months annual leave accrued — can be substantial!). Private health insurance: usually continues. Childcare vouchers: may continue depending on scheme. Company car: usually continues. NIC: HMRC credits maintained. STATUTORY RIGHTS (sick pay, redundancy etc.) PROTECTED. CHECK employment contract for specifics — enhanced packages vary.
What if I want to come back early?
UK: can return earlier than planned with 8 WEEKS' NOTICE to employer. Can't be forced to take less leave than planned. SHORT-NOTICE return possible if employer agrees. BENEFITS: catch up at work earlier; reconnect with colleagues. CONSIDERATIONS: physical / emotional readiness; baby's readiness; childcare set up. Don't rush — leave is for both of you. Some women hate the idea of returning at all in the first weeks but feel ready by 6-9 months.
Can I be made redundant during maternity leave?
UK: YES, but with PROTECTION. If your role is genuinely redundant, employer must FIRST offer you any SUITABLE ALTERNATIVE VACANCY — overriding other candidates. From 2024: this protection extended to 18 MONTHS POST-RETURN. If no suitable role offered, you're entitled to statutory and contractual redundancy pay. DISMISSAL for redundancy during maternity leave specifically because of pregnancy / leave is automatically UNFAIR. Seek advice (Maternity Action 0808 802 0029, Citizens Advice, ACAS, employment solicitor).
What about adoption leave?
UK: PRIMARY ADOPTER eligible for adoption leave equivalent to maternity leave (52 weeks total; 39 weeks pay at SMP rates). SECONDARY ADOPTER entitled to 2 weeks adoption pay (like paternity). For surrogacy: intended parents may be eligible (changes ongoing). FOSTER-TO-ADOPT counts. INTERNATIONAL adoption — different rules. STATUTORY ADOPTION PAY same rates as SMP. EMPLOYERS often have enhanced packages. UK adoption-specific support: Adoption UK.
How does this relate to other calculators on BumpBites?
Companion: /calculators/baby-cost for full cost of raising a child; /calculators/diaper-budget for nappy budgeting; /calculators/infant-formula for formula budget; /calculators/baby-shower-registry for registry costs; /calculators/breastfeeding-calorie for postpartum nutrition; /calculators/postpartum-mood-warning for return-to-work mental health.