Your Guide to Pregnancy & Parental Leave
Disclaimer:
This guide was originally written by a paediatric trainee in 2020 based on personal experience and updated in September 2024. While efforts have been made to update details against current guidance. For definitive advice, please consult the linked references or wellbeing committee members.
Congratulations! Where Do I Start?
Navigating pregnancy and parental leave can feel overwhelming, but we're here to help simplify the process. Whether you or your partner are expecting, here’s a clear roadmap of essential steps.
Key Initial Steps:
- Self-refer or ask your GP for a midwifery booking service.
- Consider booking antenatal classes to prepare for parenthood.
- Review your local maternity policy for specific workplace details.
- Formally inform your employer of your pregnancy and planned maternity leave start date (submitting Mat B1 form) before the end of the 15th week before your Expected Week of Childbirth (EWC) – roughly by 26 weeks pregnant.
- Complete necessary occupational health checks and risk assessments to ensure a safe working environment.
- Ensure your partner applies for paternity/parental leave as applicable.
- Plan for Shared Parental Leave (SPL) if desired, and submit all necessary paperwork to both employers.
- Understand your pay entitlements and calculate expected maternity pay. Always get a calculation from HR/payroll to compare.
- Check for any impacts on your maternity pay, such as childcare vouchers or timing of locum shift payments.
- Early discussion with your College Tutor and/or TPD allows them to help guide you in the process in terms of time out of training and future placements.
Key Dates Explained:
- Expected Week of Childbirth (EWC): Starts 00:00 on the last Sunday before your baby’s due date.
- 15th Week Before EWC: Begins Sunday 00:00, ends Saturday 23:59, 15 weeks counted back from the last Sunday before due date (approx. 25 weeks pregnant). This is your deadline to inform your employer.
Maternity Leave: Your Entitlements
You have a statutory right to take up to 52 weeks of maternity leave.
- The first 26 weeks are termed Ordinary Maternity Leave.
- The final 26 weeks are termed Additional Maternity Leave.
- You must take at least 2 weeks of leave immediately following childbirth.
- Maternity leave can start as early as 11 weeks before your EWC.
- Leave begins automatically the day after any birth occurring after 24/40 gestation, or any live birth at any gestation.
Maternity Pay: Eligibility & Calculation
Understanding your maternity pay can be tricky, but it generally falls into three categories: NHS Occupational Maternity Pay (OMP), Statutory Maternity Pay (SMP), or Maternity Allowance (MA).
Eligibility:
NHS Occupational Maternity Pay (OMP):
- 12 months continuous NHS service by the 11th week before your baby is due (approx. 29 weeks pregnant).
- Commitment to return to NHS work for at least 3 months after leave.
Statutory Maternity Pay (SMP):
- Worked for the same employer/trust for at least 6 months by the 15th week before your baby is due (approx. 25 weeks pregnant).
- Earn a minimum average of £123 per week.
Note: Many in 6-month rotations may not qualify for SMP. If ineligible for SMP but eligible for OMP, you'll receive a combination of OMP and Maternity Allowance (MA), which is comparable.
Average Weekly Earnings (AWE) / Qualifying Period:
Both OMP and SMP are based on your AWE during an 8-week period, ending with the final payday before the end of the 15th week before your EWC. This includes gross pay, antisocial hours premia, weekend work, and locum pay from your main employer.
The government’s statutory maternity pay calculator can help you estimate your AWE.
Occupational Maternity Pay (OMP)
- 8 weeks at full pay (minus SMP/MA).
- Followed by 18 weeks at half pay (plus SMP/MA).
- Calculated based on your AWE and subject to any subsequent pay rise.
- Normally paid by your current employer before leave.
- May need to pay back OMP if you don't return to NHS employment for at least 3 months.
- OMP is subject to income tax & other deductions.
Statutory Maternity Pay (SMP)
- 6 weeks at 90% of your AWE before tax.
- Followed by 33 weeks at £184.03 per week or 90% of your AWE (whichever is lower).
- Calculation is not subject to any subsequent pay rise.
- Paid by the employer you worked for during the qualifying period (approx. 25 weeks pregnant).
- If ineligible for SMP, your employer must issue an SMP1 form.
- SMP is subject to income tax & other deductions.
- Loss of entitlement if in police custody during leave.
- For SMP difficulties, contact the HMRC Statutory Payments Disputes Team .
Maternity Allowance (MA)
- £184.03 per week for 39 weeks.
- Claimable once 26 weeks pregnant; payments can start from 11 weeks before due date.
- Paid directly by the Job Centre, not your employer.
- MA is not taxed.
- Payments can be backdated by up to 3 months if you apply late.
- More information on the Government Maternity Allowance website .
You can request a pay forecast from your payroll team before commencing maternity leave.
Pregnancy & Duties at Work
- Antenatal Appointments: You are entitled to paid time off for scheduled antenatal appointments and classes once you inform your employer.
- Risk Assessments & Work Adjustments: Plan adjustments with your ES, occupational health, or GP. Complete a risk assessment as soon as HR/OH is aware of your pregnancy. It's typical for pregnant trainees to discontinue night shifts and consider reduced hours after 28 weeks. Earlier adjustments may be needed for complications.
- Sick Leave: If you need sick leave for pregnancy-related illness, you should receive the same treatment as any other employee. This is crucial to avoid maternity discrimination. The only exception is pregnancy-related illness in the last 4 weeks before your EWC (from approx. 36 weeks), which may trigger maternity leave by your employer.
Placements & Rotations During Pregnancy
- Inform Your TPD: Notify your Training Programme Director (TPD) early to allow for absence planning and rotation adjustments.
- Contract Extension: Your trust contract automatically extends to cover maternity leave if you're due to change placements. You also have the right to extend your current contract if rotating after 28 weeks of pregnancy.
- Who Pays? OMP is paid by your employer immediately before leave. SMP is paid by the employer you worked for during the qualifying period (approx. 25 weeks pregnant).
Annual Leave & Public Holidays
You will continue to accrue annual leave and public holidays during your maternity leave.
- Accrual: You will continue to accrue annual leave and public holidays during your maternity leave.
- Payment: Accrued leave taken at the end of maternity leave is paid, including on-call and weekend allowances you were receiving prior to leave. Your return to less than full-time (LTFT) or a different proportion does not affect this entitlement.
Think of it this way: if you hadn't gone on maternity leave but continued working without taking any annual leave or bank holidays, how much leave would you have accrued? That's your entitlement!
Other Parental Leave Options
Explore additional options for parental leave:
- Paternity Leave: Partners are entitled to 2 weeks of statutory paternity leave after the baby is born.
- Shared Parental Leave (SPL): Allows sharing of up to 50 weeks of the 52 weeks of maternity leave. Eligibility depends on the partner's employment and the pregnant woman meeting a low minimum earnings threshold. NHS continuous service of more than 6 months allows access to the same pay as maternity leave. You are entitled to up to 20 SPLIT (Shared Parental Leave In Touch) days.
- Other Leave: Consider unpaid parental leave (up to 8 weeks in the first year) or an OOPC application for more time with your child.
Prematurity & Neonatal Care
- Early Birth: Maternity leave automatically starts the day after a premature birth and lasts for 52 weeks. Notify your employer and job centre promptly.
- No Extended Leave: Unfortunately, there's no provision for longer maternity leave due to early birth or extended hospital stays.
- Neonatal Care (Leave and Pay) Act 2023: Estimated to be implemented in April 2025, this act will offer up to 12 weeks of extra leave and pay for eligible parents whose baby receives neonatal care for more than 1 week before 28 days of life.
Charities like Bliss and Tommy’s provide vital support for parents of premature and sick babies.
Loss of Pregnancy & Bereavement
- After 24 Weeks / Live Birth: If your baby is born alive, or you carry to the end of the 24th week of pregnancy, your maternity/paternity/shared parental leave and pay entitlements are unchanged.
- Before 24 Weeks (Miscarriage): If your baby is born without signs of life before the end of the 24th week, it's legally treated as a miscarriage. You won't be entitled to maternity leave/pay, but can consider sick pay, compassionate leave, or annual leave. Your GP determines sick pay duration.
- Statutory Parental Bereavement Leave: You may be eligible for this following a stillbirth or death of a child under 18. More info on the government’s website .
Support is available from Bliss , Tommy’s , Sands (stillbirth/baby loss), and The Lullaby Trust (baby/young child death).
Adoption Leave
As an adopter, you have largely the same rights as someone on maternity leave. The BMA provides excellent guidance on adoptive leave.
Refer to BMA Guidance: Maternity, Paternity and Adoption for more details.
Maternity Leave Checklist
Stay organised with this helpful checklist:
During Pregnancy
- Book in with your local midwifery service.
- Consider booking antenatal classes.
- Review local maternity policy.
- Formally inform employer of pregnancy and planned maternity leave start date (Mat B1 form) before the end of the 15th week before EWC.
- Ensure your partner has applied for paternity/parental leave.
- Ensure you advise your TPD or Head of School as early as possible.
- Work out pay entitlements/eligibility & calculate expected maternity pay; get a calculation from HR/payroll.
- Check possible impacts on your maternity pay (e.g., childcare vouchers, parking deductions, locum pay timing).
- Plan Shared Parental Leave and submit paperwork to both employers.
- Complete necessary occupational health checks.
- Discuss KIT Day arrangements before you start maternity leave.
- Apply for fee reductions/suspensions with RCPCH, GMC, BMA, defense unions, etc., for your time off.
- Make sure your ePortfolio is as up-to-date as possible for a smoother return.
During Maternity Leave
- You are not required to maintain your ePortfolio for ARCP, but still submit a Form R to Kaizen at the required time.
- Communicate any training concerns with your TPD.
- Attend any planned KIT days.
Preparing to Return to Work
- Access SuppoRTT (Supported Return to Training) resources.
- You don't need to notify your employer if returning at the end of the full 52-week period.
- Provide at least 8 weeks’ notice (or 28 days for NHS Scheme) if planning to return earlier.
- Contact rota coordinator and HR for Less Than Full Time (LTFT) arrangements and any necessary working adjustments.
Keeping in Touch (KIT) Days
- Eligibility: You are entitled to up to 10 optional KIT days during maternity leave to stay in touch with your workplace. You cannot be forced to work them, nor treated unfairly for refusing. These can include conferences, meetings, training, or development.
- Payment: You'll be paid your usual salary for these days, but any SMP or OMP payments will be reduced accordingly.
- Planning: Arrange KIT days in advance. They cannot be worked during the compulsory 2 weeks immediately after childbirth, but can be used any time thereafter. Any work, even a few hours, counts as one whole KIT Day.
More information on KIT days can be found on the BMA Website KIT Days .
SuppoRTT (Supported Return to Training)
- Purpose: SuppoRTT is a program designed to support doctors returning to training after an absence of 3 months or more (e.g., maternity leave).
- Access: Access the SuppoRTT website as early as possible before returning to work to plan your return and access resources.
- Support: You may receive a personalised return-to-work plan, including refresher courses, mentoring, and other resources to help you reintegrate smoothly.
To access KSS SUPPORT webpages and forms, CLICK HERE .
Important Resources & References
For further detailed guidance, please explore these official resources: