Maternity, Paternity and Shared Parental Pay in 2026/27
Reviewed against the official guidance linked in this article. Rates and eligibility can change. Check the linked official sources for your circumstances. See our editorial policy.
Check the 2026/27 statutory parental pay rates, worked examples and the difference between eligibility for leave and pay.
In 2026/27, the standard weekly rate for Statutory Maternity, Paternity and Shared Parental Pay is £194.32, or 90% of average weekly earnings if that is lower. Maternity pay has a different rule for its first six weeks.
These are statutory amounts before tax and National Insurance. Your employer may offer more through its own parental pay scheme.
Statutory Maternity Pay
Eligible employees can receive up to 39 weeks of Statutory Maternity Pay:
| Period | Weekly gross pay |
|---|---|
| First six weeks | 90% of average weekly earnings, without the £194.32 cap |
| Next 33 weeks | £194.32 or 90% of average weekly earnings, whichever is lower |
| Remaining maternity leave | Usually unpaid unless your employer offers more |
Someone with average weekly earnings of £500 would receive £450 a week for six weeks and £194.32 for the following 33 weeks. That is £2,700 + £6,412.56 = £9,112.56 gross over 39 weeks, assuming every week is paid at the stated 2026/27 rates.
Statutory Maternity Leave and Statutory Maternity Pay have different eligibility rules. For pay, you normally need average earnings of at least £129 a week and 26 weeks' continuous employment through the qualifying week, which is the 15th week before the baby is due. Notice and evidence requirements also apply. Someone who does not qualify may be eligible for Maternity Allowance instead.
Check maternity pay and eligibility for your dates and circumstances.
Paternity leave is different from paternity pay
In England, Scotland and Wales, eligible employees have a day-one right to paternity leave from 6 April 2026. Statutory Paternity Pay still has service and earnings conditions, including the usual 26-week service requirement and average earnings of at least £129 a week. Starting a new job does not automatically make you eligible for the pay.
For a birth, eligible employees in Great Britain can take up to two weeks, together or as separate one-week blocks, within 52 weeks of birth. Notice requirements apply. Adoption and surrogacy have their own rules.
Two weeks at the standard £194.32 weekly rate total £388.64 gross. If 90% of average weekly earnings is lower, that lower amount applies instead.
Northern Ireland has separate leave rules. Its guidance retains the qualifying service requirement, consecutive weeks and the usual 56-day window after birth. Use nidirect's paternity leave guidance for Northern Ireland, rather than applying the Great Britain changes.
Sources: GOV.UK paternity pay, eligibility, leave and where the April 2026 changes apply.
Shared Parental Leave and Pay
Eligible parents can share up to 50 weeks of leave and up to 37 weeks of statutory pay after maternity or adoption leave and pay are brought to an end early. These are combined limits for the parents, not separate allowances for each. Leave and pay have separate eligibility tests.
For example, Alex has average weekly earnings of £400 and takes 12 weeks of maternity leave and pay. The first six weeks pay £360 a week, totalling £2,160. The next six weeks at £194.32 total £1,165.92.
If Alex and their partner meet the conditions and end maternity leave and pay appropriately, the remaining combined allowance is up to 40 weeks of Shared Parental Leave and 27 weeks of Shared Parental Pay. Each parent's paid weeks use the lower of £194.32 or 90% of their own average weekly earnings. Taking leave at the same time uses up the combined allowance for both parents.
Check the Shared Parental Leave and Pay guide and its eligibility sections before agreeing a schedule with your employers.
Planning your budget
Ask your employer for a schedule showing statutory pay, any enhanced pay and unpaid weeks. Check whether enhanced pay has repayment conditions if you do not return to work.
The examples assume the stated weekly rate applies throughout. A period crossing the April rate change can need more than one rate. PAYE deductions also depend on the pay period and your circumstances.
Our salary calculator estimates regular salary deductions. It does not schedule maternity, paternity or shared parental pay across a leave period, so a normal salary result should not be treated as your parental-leave payslip.