Teacher Maternity Pay Calculator 2026/27

Maternity pay for UK teachers operates on two levels: statutory maternity pay (SMP), which is the legal minimum for all qualifying employees, and occupational maternity pay, which provides enhanced payments above SMP. For 2026/27, SMP is paid for up to 39 weeks: the first six weeks at 90% of your average weekly earnings (AWE) with no cap, and the remaining 33 weeks at £194.32 per week or 90% of AWE, whichever is lower. After the 39 paid weeks, you can take up to 13 further unpaid weeks, bringing total leave to 52 weeks.

Teachers in maintained schools and many academies also benefit from occupational maternity pay under the Burgundy Book. This calculator focuses on your SMP entitlement as the guaranteed baseline. Check with your school's HR department to understand any enhanced provisions that apply to you.

SMP is structured in two phases. During weeks one to six, you receive 90% of your average weekly earnings with no cap. For a teacher earning £34,069 per year, this means £589.66 per week. From week seven onwards, SMP drops to £194.32 per week for 2026/27. Employers can reclaim 92% of SMP from HMRC (or 103% for small employers).

To qualify, you must have 26 weeks of continuous employment by the 15th week before your expected week of childbirth, earn at or above the Lower Earnings Limit (£129 per week for 2026/27), and provide your employer with a MATB1 certificate. If you do not qualify for SMP, you may be eligible for Maternity Allowance through Jobcentre Plus.

Under the Burgundy Book, occupational maternity pay is staged across four pay bands:

Occupational pay includes SMP within it rather than being paid on top of it.

An important condition applies: you must return to work for at least 13 weeks after maternity leave or you may need to repay the occupational element above SMP. Academy trusts and free schools may have their own schemes, so check your contract or speak with HR.

For SMP, the key requirement is 26 weeks of continuous employment with the same employer by the qualifying week (the 15th week before your expected week of childbirth). Your average weekly earnings must meet the LEL of £129 per week for 2026/27. You must notify your employer by the qualifying week and provide a MATB1 certificate, issued by your midwife around week 20.

For Burgundy Book occupational pay, there is typically an additional requirement of one year of continuous service at the 11th week before your expected week of childbirth. Teachers who have recently changed schools may qualify for SMP but not the enhanced scheme.

You can work up to 10 KIT days during maternity leave without ending your leave or SMP entitlement. These are entirely voluntary for both you and your employer. Common uses include INSET days, staff meetings, parents' evenings, and planning work. Any work on a day counts as one KIT day regardless of hours worked, so use them strategically.

Pay for KIT days should be at your normal rate, typically in addition to your SMP for that week. Clarify payment arrangements with HR beforehand. Once all 10 days are used, any further work could end your maternity leave.

During the 39 paid weeks, your Teachers' Pension Scheme contributions are based on your actual maternity pay, but your pensionable service is calculated as if you were on full salary. Your employer continues their contributions (currently 28.68%) on the same basis, so your pension record is largely protected.

During any unpaid weeks (40 to 52), pension contributions and service stop. You can buy back this period through the TPS by making additional contributions after returning to work. It is advisable to do so promptly, as costs can increase with delay.

If you return within 26 weeks, you have the right to the same job on the same terms. After 26 weeks, your employer must offer the same role or a suitable alternative on no less favourable terms. You also have a legal right to request flexible working, including part-time hours, job sharing, or adjusted start and finish times.

If you choose not to return, give notice per your contract. Teachers typically follow standard resignation dates: 31 October, 28 February, or 31 May. If you received Burgundy Book occupational pay, not returning may require repaying the enhanced element above SMP.

Shared Parental Leave (SPL) lets parents share up to 50 weeks of leave and 37 weeks of pay. You must first curtail your maternity leave; the remaining weeks become available to split between both parents in blocks of at least one week. Shared Parental Pay (ShPP) for 2026/27 is £194.32 per week or 90% of AWE, whichever is lower.

Most teachers who opt for SPL do so after completing the first six higher-rate weeks to preserve 90% pay during that period. Each parent can take up to three separate blocks and has 20 Shared Parental In Touch (SPLIT) days available.

The drop from full salary to £194.32 per week from week seven can be significant. Start by comparing your essential monthly outgoings against your projected maternity pay and building savings to cover any shortfall. Consider the timing of your leave relative to the academic calendar to maximise time on full pay.

Holiday entitlement continues to accrue during maternity leave, and some employers allow you to attach accrued holiday to extend your time on full pay. Review your full household income including your partner's earnings, Child Benefit (£26.05 per weekfor the first child in 2026/27), and any Tax-Free Childcare entitlement. Register for Child Benefit promptly after birth, as it is not paid automatically.