Maternity and Paternity Pay Calculator 2025

Maternity and Paternity Pay

Navigating the world of parental leave and financial support can feel overwhelming, but our comprehensive guide breaks down everything you need to know. From understanding eligibility criteria to calculating potential payments, we’ve got you covered. Whether you’re a new parent, expecting a child, or supporting a partner, this guide provides clear, practical insights into maternity and paternity pay in the UK.

Confused about your rights and entitlements? We’re here to help simplify the process and provide clarity on your options. Ready to understand who qualifies for support and how much you might receive? Contact us today or fill in a form to get started.

Who is Eligible for Maternity and Paternity Pay

Understanding maternity and paternity pay in the UK can feel complicated, but it doesn’t have to be! If you’re expecting a baby or supporting a partner, you might qualify for financial support from your employer. To be eligible, you’ll need to have worked continuously for at least 26 weeks by the 15th week before your baby’s due date. Your earnings must also be above the minimum threshold, which helps ensure you receive proper support.

Imagine you’re Sarah, a marketing assistant who’s been with her company for two years. She could receive up to 39 weeks of maternity pay, with the first six weeks offering 90% of her average earnings. After that, statutory rates apply. For partners like Tom, a software developer, paternity pay offers up to two weeks of support at a standard weekly rate.

Every family’s situation is unique. Want personalised guidance? Submit a lead form, and we’ll connect you with an SRA-regulated legal expert who can help navigate your specific circumstances.

How Much Can You Expect to Receive

Navigating pay during parental leave can feel overwhelming, but understanding your entitlements makes a big difference. Your maternity and paternity pay breaks down into key stages that protect your financial stability during this crucial time.

For maternity, you'll receive a generous package: the first six weeks offer 90% of your average weekly earnings before tax – which can be a significant support. Afterwards, you'll get £172.48 per week or 90% of your earnings, whichever is lower. This means:

• First 6 weeks: Full earnings percentage
• Remaining weeks: Reduced but still supportive rate
• Paternity pay: Fixed £172.48 weekly for two consecutive weeks

Take Emma, a nurse in Manchester, who discovered her workplace offered slightly enhanced rates beyond statutory minimums. Or consider Jack, a software engineer in Birmingham, who carefully planned his finances knowing exactly what to expect.

Every family's circumstances differ. Contact us and submit a lead form – we'll match you with an SRA-regulated solicitor who understands your unique situation.

Leave Entitlements for Maternity and Paternity Pay

Navigating parental leave requires understanding your rights and options. When preparing for a new baby, knowing the details of maternity and paternity leave can help you plan effectively. In the UK, parents have specific entitlements that support their transition into family life.

Maternity leave spans a comprehensive 52-week period, divided into

• Ordinary Maternity Leave (first 26 weeks) and
• Additional Maternity Leave (final 26 weeks).

Most working mothers receive statutory pay for 39 weeks, with the first six weeks offering 90% of average earnings, followed by a standard weekly rate.

For fathers, paternity leave offers flexibility: you can choose between one or two consecutive weeks of paid leave, which must be taken within 56 days of your child's birth. Take James, an engineer in Leeds, who strategically used his two-week entitlement to support his partner and bond with their newborn.

Need tailored advice? Contact us and submit a lead form – we'll match you with award-winning, SRA-regulated solicitors who understand your unique family situation.

Shared Parental Leave Option

Shared parental leave revolutionises how modern families approach childcare, offering unprecedented flexibility. This innovative option allows parents to split up to 50 weeks of leave creatively, enabling them to balance work and family responsibilities seamlessly. Parents can take leave in continuous or intermittent blocks, with both potentially being off work simultaneously during the first year after their child’s birth or adoption.

The real power of shared parental leave lies in its ability to challenge traditional childcare norms. Imagine a tech professional and their partner strategically dividing leave to maintain career momentum while ensuring comprehensive childcare. They might choose alternating three-month periods or overlapping weeks, crafting a personalised approach that suits their unique family dynamics.

• Key advantages include supporting more equal parenting roles,
• Providing financial flexibility,
• And recognising diverse family needs.

By empowering parents to make tailored childcare decisions, this system acknowledges the complexity of modern family life.

Need expert guidance? Contact us and submit a lead form – we’ll match you with award-winning, SRA-regulated solicitors who understand your family’s specific situation.

How to Request Maternity and Paternity Pay

Preparing to welcome a new baby involves careful planning, especially when it comes to navigating workplace leave. You’ll need to take strategic steps to secure your maternity or paternity pay effectively. Start by gathering essential documentation and understanding your employer’s specific requirements.

Your journey begins with timely communication. Inform your employer in writing about your upcoming leave, providing a detailed plan at least 15 weeks before your expected due date. Key steps include completing the MATB1 form for maternity pay or SC3 form for paternity pay. Collect crucial documents like proof of employment, your midwife’s MATB1 certificate, and your child’s birth certificate.

Consider the experience of a tech professional who carefully mapped out her leave, ensuring minimal workplace disruption while maximising time with her newborn. Similarly, a healthcare worker strategically planned his two-week paternity leave to support his partner during the critical first weeks.

Need expert support? Contact us and submit a lead form – we’ll match you with SRA-regulated solicitors who understand your unique family situation.

Employer Responsibilities and Recovery of Statutory Pay

Navigating statutory pay requires careful attention to detail and understanding your obligations. When managing employee payments, you must accurately calculate and disperse statutory payments for maternity, paternity, and sick leave. The process involves precise record-keeping and strategic financial planning.

Employers can recover a significant portion of statutory payments through HMRC, typically 92-103% of the total amount paid. This recovery process involves

• maintaining comprehensive payroll documentation
• submitting accurate HMRC forms
• tracking employee payment entitlements carefully.

Consider a tech startup where HR meticulously manages statutory payments, ensuring they maximise their recovery while supporting employees during important life transitions. Similarly, a healthcare provider might develop robust systems to track and reclaim statutory payments efficiently.

Key documents required include payroll records, employee medical certificates, and detailed payment calculation worksheets. Accurate documentation is crucial for smooth HMRC interactions and ensuring compliance with current employment regulations.

Need expert guidance navigating these complex requirements? Contact us and submit a lead form – we'll match you with SRA-regulated solicitors who understand your specific workplace needs.