Planning for Maternity Leave: A Complete Guide for Working Parents
Preparing for maternity leave is both an exciting and complex journey. While the emotional and physical changes of pregnancy are front of mind, the financial and career implications can’t be ignored. From adjusting to a reduced income to planning a return to work with confidence, getting ahead of your maternity leave is key to reducing stress and feeling in control.
In this blog, we’ll explore how maternity leave works in the UK, how to prepare for the financial transition, how to protect your career while you're away, and what to expect when returning to work. We'll also offer a wider perspective for international readers navigating similar challenges in different systems.
Understanding Maternity Leave in the UK
In the UK, maternity leave can last up to 52 weeks. This is split into two parts: Ordinary Maternity Leave (the first 26 weeks) and Additional Maternity Leave (the following 26 weeks). You do not have to take the full year, but a minimum of two weeks after giving birth is compulsory – or four weeks if you work in a factory.
Maternity pay, however, doesn’t cover the full duration. Statutory Maternity Pay (SMP) is paid for up to 39 weeks. For the first six weeks, you receive 90 per cent of your average weekly earnings before tax. For the remaining 33 weeks, you receive either £184.03 per week (as of 2024–25) or 90 per cent of your average earnings, whichever is lower.
Some employers offer enhanced maternity pay, often referred to as contractual maternity pay, which may include full pay for a set period or a phased return on higher pay. It's always worth checking your employment contract or staff handbook to see what additional support is available.
If you're not eligible for SMP – for example, if you’re self-employed or haven’t worked with your current employer long enough – you may be able to claim Maternity Allowance from the government instead.
Planning Your Finances Before Leave
As with most financial events, the key to staying in control is preparation. Start by finding out what you’re entitled to, both from your employer and the government. Once you know how much you’ll receive and for how long, you can begin to plan around that.
Creating a maternity budget is an essential step. This should cover expected changes in income and identify regular monthly outgoings, as well as one-off costs such as baby equipment, clothing, maternity wear, and hospital essentials. It’s also worth including a contingency for unexpected expenses.
If you’re able to, begin saving ahead of your leave. Even small monthly contributions during pregnancy can build up a helpful buffer for when income reduces or stops altogether. This is particularly important if you plan to take the full 52 weeks, as the final 13 weeks are usually unpaid.
You’ll also want to look ahead. For example, if your partner also plans to take time off or if your household income will be reduced for an extended period, it may affect your ability to overpay on a mortgage, save for a house, or contribute to pensions or investments during that time.
Conversations to Have Before You Go on Leave
Good communication is key to feeling supported. It’s important to have early conversations with both your employer and your partner or co-parent.
With your manager, you should discuss when you intend to start your maternity leave and how long you plan to take off. If your workplace offers enhanced maternity pay or flexible working schemes, ask for the details well in advance. You may also want to clarify whether you’ll use Keeping in Touch (KIT) days – up to ten paid days you can use during leave to attend meetings or training without affecting your maternity pay.
At home, talk to your partner about how you'll handle childcare, the household budget, and any shared parental leave options. Being aligned on these topics early helps to reduce financial and emotional pressure later.
Know Your Rights and Protect Your Career
A common concern among expectant parents is whether they’ll be welcomed back to work or quietly sidelined during their leave. UK legislation provides strong protection to ensure this does not happen.
If you return to work after 26 weeks or less of maternity leave, you are entitled to return to the same job. If you take more than 26 weeks, you are entitled to return to the same job or, if that’s not reasonably practicable, a similar one with the same terms and conditions.
It is unlawful for your employer to treat you unfairly or dismiss you because of pregnancy, maternity leave, or related issues. If a redundancy situation arises while you’re on leave, you must be offered any suitable alternative vacancies ahead of other employees.
If you do experience issues, such as being pressured to return early, overlooked for promotions, or made redundant without justification, it’s important to seek support. Independent organisations like ACAS (Advisory, Conciliation and Arbitration Service) and Maternity Action offer free, confidential advice on your employment rights. Citizens Advice can also help if you’re unsure how to raise a grievance or need support navigating a dispute.
Don’t hesitate to keep records of all communications and seek help early. You are not alone, and there are clear legal protections in place to ensure you are treated fairly.
Preparing for Your Return
The transition back to work is often as significant as the transition out of it. It’s common to feel a mixture of emotions – excitement, anxiety, even guilt. Here’s how to make that return smoother.
First, consider using your KIT days if you haven't already. These allow you to ease back into your role, catch up on changes, and re-establish relationships without committing to a full return.
Next, explore your options around flexible working. In the UK, all employees have the legal right to request flexible working after 26 weeks of service. This might include working fewer hours, compressing your hours across fewer days, or working from home some or all of the time. Making a formal request with a clear plan can increase the likelihood of a positive response.
Childcare planning is another essential part of the return. It’s a good idea to explore nurseries, childminders, or family arrangements as early as possible, as waiting lists can be long. Financial support may also be available through schemes such as Tax-Free Childcare or free childcare hours for children aged two and over.
Lastly, be kind to yourself. It can take time to adjust mentally, physically, and emotionally. Your value to your employer hasn’t changed – if anything, your time management, empathy, and resilience have only grown stronger.
A Global View
While this blog focuses on the UK, many of the lessons apply globally. In countries like Sweden, Norway, and Canada, generous parental leave schemes are the norm. In contrast, others, including the United States, have limited or no paid maternity leave, meaning financial preparation is even more critical.
No matter where you live, it’s important to understand your legal rights, employer policies, and the available state or community support. Planning, open conversations, and seeking guidance can make a world of difference.
Final Thoughts
Maternity leave is a deeply personal and powerful experience. It can also be a time of uncertainty – especially when it comes to money and your career. But by understanding your entitlements, preparing your finances, communicating clearly, and knowing your legal rights, you can create a plan that works for you and your family.
Whether you return full-time, part-time, or choose a new path altogether, the key is feeling empowered and informed. Maternity leave isn’t a break from your career; it’s part of your story – and it deserves thoughtful planning and full protection.
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