NHS Maternity Pay Calculator
Enter your salary and NHS service length
AfC pay scales 2025/26 & 2026/27 · All bands · Estimates for guidance
| Period | Dates | Weeks | Weekly gross | Monthly approx | Phase total | Type |
|---|
SMP weekly rate 2025/26
SMP weekly rate 2026/27
Maximum paid maternity leave
NHS service needed for OMP
What is the NHS Maternity Pay Calculator?
The NHS Maternity Pay Calculator shows your exact OMP and SMP week by week, plus all your key maternity dates calculated automatically from your due date. Enter your due date, AfC band and service length and it instantly shows your Expected Week of Childbirth, qualifying week, OMP qualifying date, earliest leave start and full 52-week payment schedule with calendar dates for every phase.
Most NHS maternity pay calculators show you a generic pay schedule. This one is different. Enter your baby’s due date and the calculator works backwards to show every date that matters — when you must notify your employer, the exact date your OMP qualifying threshold falls, your earliest possible leave start and when your 52 weeks of protected leave ends. You see the full picture before you have a single conversation with HR.
The calculator also handles the detail that catches people out. SMP is not added on top of your NHS pay — it is offset within it. A Band 6 nurse receiving £718 per week in phase 1 is already receiving SMP within that figure. Her employer tops up to her full salary and reclaims the SMP portion from HMRC. The mat pay calculator NHS applies this offset correctly so your figures match your actual payslip rather than inflating the numbers.
Spread OMP, KIT days, salary sacrifice impact, part-time pro-rata, London weighting, Scotland pay scales — all of it is handled. You get one clear result with actual calendar dates for each payment phase, so you can plan your finances around real figures rather than estimates.
2026/27 rates included: SMP rises from £187.18 to £194.32 per week from 6 April 2026. If your leave spans both tax years, switch to the 2026/27 option to see updated figures for the weeks after April 2026.
How do you use the NHS Maternity Pay Calculator?
Enter your due date, employment start date, AfC band and pay point. Select your service length, location and payment structure. Your key dates, AWE, weekly figures and full 52-week schedule with actual calendar dates appear instantly. The whole process takes under 60 seconds and requires no sign-up.
Step 1: Enter your baby’s due date
Your due date comes from your MATB1 certificate, issued by your midwife or GP after 20 weeks of pregnancy. As soon as you enter it the calculator shows your Expected Week of Childbirth, your qualifying week, your OMP qualifying date and your earliest possible leave start date — all calculated automatically from that single date.
Step 2: Enter your employment start date
This is the date you started with your current NHS employer. The calculator uses it alongside your due date to indicate SMP eligibility based on the 26-week continuous employment threshold. If you have worked across multiple NHS trusts, your continuous service starts from when you first joined the NHS without a gap of more than three months.
Step 3: Select your AfC band and pay point
Choose your Agenda for Change band and whether you are at Entry, Mid or Top pay point. The calculator automatically fills in your correct 2025/26 salary. If you work part-time enter your actual contracted hours and the salary adjusts pro-rata. For London staff the HCAS supplement is added automatically when you select your location.
Step 4: Set your leave start date
Enter when you plan to start maternity leave. The earliest you can start is 11 weeks before your due date. The SMP calculator shows the calendar dates for each payment phase based on your chosen start date — so you can see exactly which dates correspond to full pay, half pay and SMP phases on your actual leave timeline.
Step 5: Choose standard or spread OMP
Standard OMP pays your full salary for weeks 1 to 8 then half pay for weeks 9 to 26 then SMP only. Spread OMP pays the exact same total evenly across all 39 paid weeks. The comparison box shows both options side by side with the same total so you can see the cash flow difference. Contact your trust payroll team to confirm which options they offer before your leave starts.
Step 6: Review your complete results
Your OMP eligibility status, Average Weekly Earnings, total gross for 39 weeks, all six key dates and the full phase table with actual calendar dates all appear together. Use the advanced options for KIT days, salary sacrifice, annual leave at the end and your return to work intention. Print or copy the results to use in financial planning conversations with your partner, bank or mortgage provider.
Your results update live as you change inputs. Try adjusting your leave start date and watch the calendar dates in the phase table update instantly. Move your band from 5 to 6 and see the difference in total gross over 39 weeks. The calculator is designed to help you explore scenarios, not just produce a single answer.
What are the key maternity dates and what does the calculator show you?
When you enter your due date the NHS Maternity Pay Calculator automatically calculates six key dates: your Expected Week of Childbirth, qualifying week for SMP, OMP qualifying date, earliest leave start, your chosen leave start and your 52-week leave end date. These dates determine your eligibility and your payment start points — they are not optional information.
Calculated from your due date
Expected Week of Childbirth (EWC)
The week starting Sunday that contains your due date. This is the reference point from which all other dates are calculated. Your MATB1 certificate confirms your due date and therefore your EWC.
15 weeks before EWC
Qualifying Week
The week by which you must notify your employer of your pregnancy, your due date and your intended leave start date. You must also provide your MATB1 certificate. Missing this deadline can affect your OMP entitlement.
11 weeks before EWC
OMP Qualifying Date
Calculated on your gross pay minus pension contribution. The personal allowance is £12,570 tax-free. Then 20% basic rate up to £50,270, 40% higher rate to £125,140, and 45% above that. Scotland uses six bands from 19% to 48%.
Also 11 weeks before EWC
Earliest Leave Start
The earliest date you can start your maternity leave. You can start any time from this date up to your due date. If your baby arrives early your leave starts automatically from the day after the birth regardless of your planned start date.
Your chosen date
Leave Start Date
The date you choose to start maternity leave. This determines the calendar dates for every payment phase. You can change your start date with 28 days written notice to your employer before the new date.
52 weeks from leave start
52-Week Leave End
The last day of your 52-week protected maternity leave. Your right to return to the same or equivalent role is protected throughout this period. Many NHS staff add annual leave after this date to extend their total time away.
Why these dates matter for your pay
The qualifying week determines whether your employment start date is far enough back to qualify for SMP. The OMP qualifying date determines whether your NHS anniversary falls in time for OMP. Your leave start date determines the exact calendar dates that appear in the payment phase table. Getting these dates wrong — even by one week — can mean the difference between receiving OMP and receiving SMP only, or missing the notification deadline that could delay your leave processing.
The OMP calculator NHS shows all six dates the moment you enter your due date so you can cross-check them against your own records before you approach HR. If your OMP qualifying date shows you are one week short of 12 months, you know immediately that you are SMP-only on this pregnancy and can plan accordingly.
Check your MATB1 certificate date carefully. Your due date must come from your MATB1 which is issued after 20 weeks. Some staff enter their scan date rather than their MATB1 due date — these can differ by up to a week, which shifts all the calculated dates. Use the date printed on the MATB1 certificate your midwife or GP issues.
How does NHS maternity pay work — the four phases
NHS maternity pay under Agenda for Change Section 15 runs in four phases. Weeks 1 to 8 pay your full salary. Weeks 9 to 26 pay half salary plus SMP, capped at full pay. Weeks 27 to 39 pay SMP only at £187.18 per week. Weeks 40 to 52 are unpaid with your job fully protected. The calculator shows the actual calendar dates for each phase based on your chosen leave start date.
Phase 1 · Weeks 1–8
Full pay (OMP)
Your normal full weekly salary. SMP is included within this amount — your employer pays the difference between SMP and your full salary. The calculator shows the exact start and end dates for this phase based on your leave start date.
Phase 2 · Weeks 9–26
Half pay + SMP
Half your weekly salary plus SMP (£187.18), capped at your full weekly pay. For most bands well below Band 8b this cap does not apply. The exact calendar dates appear in your phase table below the calculator.
Phase 3 · Weeks 27–39
SMP only
£187.18 per week in 2025/26 (£194.32 in 2026/27), or 90% of your AWE if that is lower. Most NHS staff above Band 2 receive the flat rate. This is the lowest income period — plan ahead using the monthly figures in the phase table.
Phase 4 · Weeks 40–52
Unpaid leave
Unpaid but your job is fully protected. NHS pension accrues at your full contractual salary, annual leave accrues in full and your continuous service is preserved. The 52-week end date shows in your key dates section.
The SMP offset — the most misunderstood part of NHS maternity pay
SMP is not a bonus on top of your NHS salary. In phases 1 and 2 your employer pays you a single amount that already includes the SMP element. Your employer claims the SMP portion back from HMRC and tops up the remainder to your OMP entitlement level. You never receive two separate payments — just one payslip line that is your full OMP amount, within which SMP is accounted for.
This means a Band 5 nurse seeing £576 per week in phase 1 is not receiving £576 plus £187.18 on top. She is receiving £576 total, which already accounts for the SMP offset. The calculator applies this correctly. If you use a calculator that adds SMP on top of full pay your figures will be significantly overstated and will not match your actual payslip.
The half pay cap matters at higher bands. At Band 8d entry of £88,168, half weekly pay is £1,695. Adding SMP of £187.18 gives £1,882 — which exceeds full pay of £1,695, so the cap applies and phase 2 pays £1,695 not £1,882. The calculator applies this cap automatically at all salary levels.
Who qualifies for NHS maternity pay — OMP and SMP eligibility
For full NHS Occupational Maternity Pay you need 12 months continuous NHS service by the OMP qualifying date shown in the calculator — the 11th week before your due date. For Statutory Maternity Pay you need 26 weeks with your current employer by the qualifying week and average weekly earnings above £125. You can qualify for SMP without qualifying for OMP.
✅ Full OMP entitlement (12+ months NHS service)
- 12 months continuous NHS service by OMP qualifying date
- Service can span multiple NHS trusts — no gap over 3 months
- Employed under Agenda for Change terms
- Written intention to return to NHS for at least 3 months
- MATB1 submitted to employer by qualifying week
- Return can be at any NHS trust, full or part-time
📋 SMP only (under 12 months NHS service)
- 26 weeks continuous employment with current employer
- Average weekly earnings at or above £125
- Still on employer’s payroll in the qualifying week
- No return to work requirement for SMP
- SMP paid by employer, funded by HMRC
- If AWE below £125, neither SMP nor OMP — consider Maternity Allowance
The calculator checks your eligibility automatically
When you enter your due date and employment start date the calculator shows an OMP eligibility status indicator. Green means OMP eligible. Amber means SMP only. Red means AWE is below the Lower Earnings Limit of £125 and neither SMP nor OMP applies. For staff below the LEL, Maternity Allowance from Jobcentre Plus is the alternative — apply using form MA1 from GOV.UK from 26 weeks of pregnancy.
Continuous NHS service across trusts
Service counts across any NHS employer provided no gap exceeds three months. A nurse who spent 8 months at one trust, then joined another immediately, has 8 months plus the new employment period counting toward the 12-month OMP threshold. Agency shifts count only if the agency is an NHS body with AfC terms. Private sector work does not count even if in a healthcare setting.
How is Average Weekly Earnings calculated — and why does it matter?
Your Average Weekly Earnings is calculated from your gross earnings in the 8 weeks ending with your last payday before the end of the qualifying week. The calculator shows your AWE automatically based on your salary inputs. It includes basic pay, HCAS and overtime paid in that period. It excludes pension contributions and salary sacrifice amounts.
AWE is the single most important figure in your maternity pay calculation. OMP in phases 1 and 2 is based on your AWE. SMP eligibility is based on whether your AWE exceeds the Lower Earnings Limit of £125 per week. The first 6 weeks of SMP are paid at 90% of your AWE uncapped. Understanding your AWE before the qualifying week lets you plan whether any salary changes or sacrifice adjustments might affect your entitlement.
Band 6 nurse on £37,338 · monthly pay · no London weighting
|
Annual salary |
£37,338 |
|
Divide by 52 weeks |
£37,338 ÷ 52 = £718.04 |
|
Average Weekly Earnings |
£718.04 per week |
|
Phase 1 full pay (wks 1–8) |
£718.04/wk |
|
Phase 2 half pay + SMP |
£359.02 + £187.18 = £546.20/wk |
|
Phase 3 SMP only |
£187.18/wk |
|
Included in AWE |
Not included in AWE |
|
Basic AfC salary |
Pension contributions (employee or employer) |
|
HCAS London weighting |
Salary sacrifice deductions |
|
Overtime paid in the 8-week period |
Expenses or mileage payments |
|
Unsocial hours enhancements |
Benefits in kind |
|
Pay award if backdated to the period |
Employer pension contributions |
|
Bonuses received in the period |
Voluntary overtime not in contract |
How salary sacrifice affects your AWE — and why you need to check it
Salary sacrifice reduces your gross contractual pay before deductions. Because AWE is based on actual gross earnings, any sacrifice arrangement reduces your AWE. A cycle to work sacrifice of £500 per year reduces your weekly AWE by approximately £9.62. For most NHS staff earning above Band 3 full-time this has no meaningful impact. But for part-time staff on lower bands with larger sacrifice schemes, check your AWE stays above the £125 Lower Earnings Limit before your qualifying week.
Timing of pay awards affects AWE. If the April AfC pay award falls during your 8-week reference period it is included in your AWE calculation. A nurse whose qualifying week falls in May benefits from the April award in her AWE. A nurse whose qualifying week falls in March does not. The difference can be worth hundreds of pounds across the paid maternity period.
NHS maternity pay worked examples by band 2025/26
All figures are gross before tax and NI. SMP rate £187.18 per week. Standard OMP structure. England standard rate, 37.5 hours full time, main NHS pension, 12+ months service.
Newly qualified nurse · £29,970 · AWE £576.35/wk
|
Weeks 1–8 full pay (8 × £576.35) |
£4,610.77 |
|
Weeks 9–26 half pay + SMP (18 × £475.36) |
£8,556.43 |
|
Weeks 27–39 SMP only (13 × £187.18) |
£2,433.34 |
|
Total gross 39 paid weeks |
£15,600.54 |
|
Spread OMP weekly equivalent |
~£400/wk for 39 weeks |
Senior nurse · £37,338 · AWE £718.04/wk
|
Weeks 1–8 full pay (8 × £718.04) |
£5,744.31 |
|
Weeks 9–26 half pay + SMP (18 × £546.20) |
£9,831.60 |
|
Weeks 27–39 SMP only (13 × £187.18) |
£2,433.34 |
|
Total gross 39 paid weeks |
£18,009.25 |
|
Spread OMP weekly equivalent |
~£462/wk for 39 weeks |
Community nurse · 30hrs · Pro-rata salary £23,976
|
Pro-rata AWE (£23,976 ÷ 52) |
£461.08/wk |
|
Weeks 1–8 full pay |
£3,688.62 |
|
Weeks 9–26 half pay + SMP (18 × £417.72) |
£7,518.96 |
|
Weeks 27–39 SMP only |
£2,433.34 |
|
Total gross 39 paid weeks |
£13,640.92 |
Under 12 months NHS service · AWE £576.35/wk
|
Weeks 1–6 at 90% AWE (6 × £518.72) |
£3,112.31 |
|
Weeks 7–39 SMP flat rate (33 × £187.18) |
£6,176.94 |
|
Total gross 39 paid weeks |
£9,289.25 |
|
Difference vs OMP-eligible same band |
£6,311 less — the cost of missing OMP |
What is spread OMP and should you choose it?
Spread OMP takes your total Occupational Maternity Pay entitlement and pays it evenly across all 39 paid weeks instead of as full pay then half pay. The total you receive is identical — only the timing changes. Use the spread OMP toggle in the calculator to see your exact spread figure and the comparison table showing both options side by side.
Under standard OMP a Band 6 nurse receives £718 per week in phase 1 then drops to £546 in phase 2 then £187 in phase 3. Managing mortgage payments, childcare deposits and household bills around these drops is difficult. Spread OMP smooths everything into approximately £462 per week throughout all 39 paid weeks.
Standard OMP — Band 6 Entry
|
Weeks 1–8 |
£718/wk |
|
Weeks 9–26 |
£546/wk |
|
Weeks 27–39 |
£187/wk |
|
Weeks 40–52 |
£0/wk |
|
Total gross paid |
£18,009 |
Spread OMP — Band 6 Entry
|
Weeks 1–39 |
~£462/wk |
|
Weeks 40–52 |
£0/wk |
|
Total gross paid |
£18,009 |
Three things to know before choosing spread OMP
- SMP cannot be spread. SMP runs under HMRC rules independently. Your trust pays you the spread amount and handles the SMP accounting in the background.
- Not all trusts offer it. Spread OMP is an option under AfC terms but trusts are not required to offer it. Contact your payroll or HR team before your leave starts to confirm availability.
- The repayment clause still applies. If you do not return for 3 months, the OMP portion above SMP is repayable whether you took standard or spread payments.
KIT days — working during NHS maternity leave
You can work up to 10 Keeping in Touch days during maternity leave without ending your leave or losing SMP. Each KIT day is paid at your normal daily rate — your weekly salary divided by 5. Enter your planned KIT days in the advanced options and the calculator shows your total KIT earnings alongside the phase breakdown.
|
Band |
Weekly salary |
Daily KIT rate |
10 KIT days total |
|
Band 5 Entry |
£576.35 |
£115.27/day |
£1,152.69 |
|
Band 6 Entry |
£718.04 |
£143.61/day |
£1,436.08 |
|
Band 7 Entry |
£887.46 |
£177.49/day |
£1,774.92 |
|
Band 8a Entry |
£1,033.75 |
£206.75/day |
£2,067.50 |
Any work on a day counts as a full KIT day regardless of hours worked. A one-hour mandatory training session counts the same as a full shift. You cannot be paid for a fraction of a KIT day. Working more than 10 KIT days automatically ends your maternity leave. You and your manager must agree any KIT days in advance — they cannot be imposed.
Do you have to repay NHS maternity pay if you do not return?
If you do not return to NHS employment for at least 3 months after maternity leave ends, the OMP portion above SMP is repayable. SMP is never repayable. The return can be at any NHS organisation, full or part-time. Taking accrued annual leave after leave counts toward the 3-month period provided you return to substantive employment after it.
|
Pay element |
Repayable if you do not return? |
|
OMP top-up above SMP (weeks 1–8) |
Yes — repayable |
|
OMP half pay above SMP (weeks 9–26) |
Yes — repayable |
|
SMP all weeks |
No — never repayable |
|
KIT day pay |
No — earned for work done |
|
Annual leave pay |
No — earned entitlement |
The repayable amount is not the full gross pay you received — it is only the OMP top-up above SMP. For a Band 5 nurse the repayable OMP in weeks 1 to 8 is full pay minus SMP: approximately £4,611 minus £1,498 = £3,113. She keeps the SMP portion regardless. The return to work intention selector in the advanced options shows a warning if you indicate you are unsure about returning.
NHS maternity pay for part-time staff
Part-time NHS staff receive the same 4-phase structure as full-time colleagues. All figures are calculated from your actual pro-rata salary, not the full-time equivalent. Enter your actual contracted hours in the calculator and the salary and all phase figures adjust automatically.
Your pension contribution tier during maternity leave is based on your actual pro-rata pay. A Band 6 nurse working 22.5 hours earns £22,403 pro-rata, placing her in the 5.8% pension tier rather than the 6.5% that applies at the full Band 6 salary. Annual leave accrues in full during all 52 weeks — the same number of days as full-time colleagues at the same service length, not reduced for hours.
LEL check for low-hours part-time staff: A Band 2 healthcare assistant working 15 hours per week earns approximately £9,786 pro-rata — an AWE of £188.19 — which is above the £125 LEL. But with a salary sacrifice scheme reducing gross pay, their AWE could approach the threshold. The calculator shows your AWE and applies the LEL check automatically.
What happens if there is a pay award during your NHS maternity leave?
Under AfC Section 15 rules, if the annual pay award is implemented during your maternity leave your maternity pay must be recalculated from the date the award takes effect. The same applies if you reach a personal increment point during leave. Your employer is required to pay the difference retrospectively — you do not need to request it, but it is worth checking your payslip when you return.
The 3.3% England pay award effective 1 April 2026 applies to any NHS staff currently on maternity leave. If your OMP was calculated on your pre-award salary, your payroll should have issued an uplift from 1 April 2026 onward. If not, contact payroll citing AfC Section 15 paragraph 15.28 which requires recalculation in line with the award date.
How does the NHS pension work during maternity leave?
During paid maternity leave (weeks 1 to 39) your NHS pension accrues under the 2015 CARE scheme at 1/54th of your full contractual salary per year — not the reduced maternity pay. Your employer continues to pay their 14.38% contribution on your full salary throughout. A Band 6 nurse on £37,338 still generates £5,371 of employer pension contribution per year during paid leave regardless of how much she actually receives on her payslip.
During unpaid leave (weeks 40 to 52) pension accrual is based on your full pay equivalent but employee contributions are only paid on actual earnings — which are zero. You can make additional voluntary contributions after returning to work to cover the unpaid period and preserve full accrual. Contact NHSBSA for details on purchasing additional pension for unpaid leave periods.
Annual leave taken after maternity also accrues pension. Days of annual leave taken on full pay at the end of your maternity leave also generate pension accrual at your full salary. Many NHS staff significantly underestimate the total pension value of their combined maternity and annual leave period.
Frequently Asked Questions
With 12 months NHS service, you receive 8 weeks at your full salary, 18 weeks at half salary plus SMP (capped at full pay), then 13 weeks SMP at £187.18 per week. A Band 5 nurse on £29,970 receives approximately £15,601 gross over 39 paid weeks. Without 12 months service you receive SMP only — 6 weeks at 90% AWE then 33 weeks at £187.18. Enter your due date and band in the calculator for your exact figures.
The qualifying week is the 15th week before your Expected Week of Childbirth. Enter your due date in the calculator and it shows the qualifying week date automatically. By this date you must notify your employer of your pregnancy, provide your due date and intended leave start date, and submit your MATB1 certificate. Missing this deadline can affect your OMP processing.
Enter your due date and employment start date in the calculator. The OMP status indicator shows green for OMP eligible (12+ months continuous NHS service by the 11th week before your due date), amber for SMP only (under 12 months), or red if your AWE is below the £125 Lower Earnings Limit and neither applies. The calculator uses your actual dates, not a generic estimate.
AWE is your average gross earnings per week calculated from the 8 weeks ending with your last payday before the end of the qualifying week. It includes basic salary, HCAS and overtime paid in that period. It excludes pension and salary sacrifice. The calculator displays your AWE automatically based on your salary inputs. Your actual AWE may differ slightly if your earnings varied significantly in the reference period.
During paid maternity leave (weeks 1–39) your pension accrues at 1/54th of your full contractual salary per year under the NHS 2015 CARE scheme. Your employer pays 14.38% contribution on your full salary throughout. During unpaid leave (weeks 40–52) you can make additional contributions after returning to cover the gap. Annual leave at full pay after maternity leave also accrues pension at full salary.
Yes — your full contractual annual leave accrues throughout all 52 weeks including the unpaid period. Most NHS staff take this at the end of maternity leave on full pay, effectively extending their paid period. Enter the number of leave days in the advanced options to see them added to the phase table at full pay. A nurse with 29 days leave adds approximately 5.8 weeks of full-pay income at the end of leave.
Yes — up to 10 Keeping in Touch days without ending your leave or losing SMP. KIT days are paid at your normal daily rate. Enter planned KIT days in the advanced options to see your earnings. Any work on a day counts as a full KIT day regardless of hours. Working beyond 10 KIT days automatically ends your maternity leave. Both you and your manager must agree KIT days in advance.
Former NHS payroll manager with 12 years experience across three NHS Trusts. Specialist in Agenda for Change terms, pension administration and payroll compliance.