You earned that salary. But the moment you go on maternity leave, your pay can drop by 70% or more.
UK mothers lose an average of £6,230 per year on statutory maternity pay compared to their full salary. That gap widens with every week you take off. Five years after having your first child, you could be earning £1,051 less per month — a 42% drop from your pre-birth income.
Behind the Numbers
This tool calculates your maternity pay gap using official UK government rates for 2025-2026. Here’s exactly how it works.
Statutory Maternity Pay breaks down like this: Weeks 1-6 pay you 90% of your average weekly earnings. No cap. If you earn £800 per week, you get £720. Weeks 7-39 drop to £187.18 per week flat rate (or 90% of your earnings if that’s lower). Weeks 40-52 are completely unpaid.
First 6 weeks = (Annual Salary ÷ 52) × 0.90
Weeks 7-39 = £187.18 per week (2025 rate)
Weeks 40-52 = £0
We compare this statutory amount to what you’d earn if you kept receiving your full salary for the same period. The difference is your maternity pay gap.
Data comes from the UK Government Department for Work and Pensions, Office for National Statistics earnings data, and the 2025-2026 statutory rate updates published in April 2025. This is based on average scenarios. Your actual pay depends on your employer’s policies, your salary calculation period, and whether your company offers enhanced maternity pay.
Why This Gap Wrecks Finances
The maternity pay gap isn’t just about nine months of lower income. It triggers a cascade of financial damage that lasts years.
Research from the Office for National Statistics found mothers earn £1,051 less per month five years after having their first child. That’s a 42% earnings drop. The total lost income over those five years averages £65,618. Have a second child? Add another £26,317 in losses. A third child costs £32,456 more. Mothers of three lose over £124,000 in five years compared to their pre-child earnings.
The immediate hit happens during maternity leave itself. A woman earning £40,000 annually takes home around £639 per week for the first six weeks on statutory maternity pay. Not bad. But weeks 7-39 drop to just £187.18 per week. If her share of household bills runs £312 per week (the UK average), she faces a £125 weekly shortfall for 33 weeks. That’s £4,125 in the red before accounting for the final 13 unpaid weeks, which cost another £4,056.
This isn’t about luxuries. Resume.io research found the average maternity pay shortfall of £6,230 per year forces mothers into impossible choices: return to work earlier than planned, rack up debt on credit cards, or skip essentials for their newborn. Nearly three in four UK employers offer enhanced maternity pay, but coverage varies wildly. Those without it face the full statutory gap.
Real People, Real Numbers
Annual salary: £32,000
Maternity leave: 39 weeks
Enhanced pay: None (statutory only)
Emma gets £553 per week for 6 weeks, then £187.18 for 33 weeks. That’s £9,492 total versus £24,000 if she kept her full salary. Loss: £14,508. Her mortgage and nursery fees don’t drop 60% just because her pay did.
Annual salary: £55,000
Maternity leave: 52 weeks
Enhanced pay: 13 weeks full pay, then statutory
Priya gets 13 weeks at her full £1,058 weekly rate (£13,754), then 6 weeks at 90% (£5,713), then 33 weeks at £187.18 (£6,177), then 13 unpaid weeks. Total: £25,644 versus £55,000. Loss: £29,356. Even with enhanced pay, she loses over half her annual salary.
Annual salary: £22,000
Maternity leave: 26 weeks
Enhanced pay: None (statutory only)
Chloe earns £423 weekly. First 6 weeks pay £381 (90%). Next 20 weeks pay £187.18. Total: £6,029 versus £11,000 for 26 weeks at full pay. Loss: £4,971. She returns to work after 6 months because she can’t afford the extended leave.
Quick Reference Rates
| Annual Salary |
First 6 Weeks Total |
Weeks 7-39 Total |
39-Week Total |
Loss vs Full Pay |
| £25,000 |
£2,596 |
£6,177 |
£8,773 |
£9,980 |
| £35,000 |
£3,635 |
£6,177 |
£9,812 |
£16,113 |
| £45,000 |
£4,673 |
£6,177 |
£10,850 |
£22,925 |
| £60,000 |
£6,231 |
£6,177 |
£12,408 |
£32,592 |
| £80,000 |
£8,308 |
£6,177 |
£14,485 |
£45,515 |
FAQs
What counts as Statutory Maternity Pay?
Statutory Maternity Pay is the legal minimum your employer must pay if you qualify. You need to have worked for your employer continuously for at least 26 weeks by the end of the 15th week before your due date. You must also earn at least £125 per week on average. SMP pays 90% of your average weekly earnings for 6 weeks, then £187.18 per week (or 90% of earnings if lower) for 33 weeks. That’s 39 weeks total. The remaining 13 weeks of your 52-week maternity leave entitlement are unpaid.
How does enhanced maternity pay work?
Enhanced maternity pay is anything your employer offers beyond the statutory minimum. Around 72% of UK employers provide some form of enhancement. Common structures include 13 weeks at full pay followed by statutory rates, or 26 weeks at full pay then statutory. Some companies pay full salary for the entire 39 weeks. Most require you to have worked there for 6-12 months before you qualify. Many add clawback clauses requiring you to return to work for 3-6 months or repay the enhancement.
Can I afford to take the full 52 weeks?
Only if you have substantial savings or your partner earns enough to cover all household costs. The final 13 weeks are completely unpaid. Even during the paid 39 weeks, statutory rates barely cover basic expenses for most families. Women earning £40,000 face a £125 weekly shortfall from weeks 7-39 just to cover average household bills, not counting any baby-related costs. That’s over £4,000 in the red before the unpaid weeks start. Most mothers return to work between 26-39 weeks because they can’t sustain the income drop.
Does maternity leave damage my career progression?
Yes, statistically it does. Office for National Statistics data shows mothers earn 42% less five years after their first child compared to their pre-birth income. This “motherhood penalty” comes from reduced hours (many return part-time), missed promotions during leave, and lower-paying roles to accommodate childcare. Fathers see no equivalent pay penalty. The gender pay gap widens significantly after women have children, with mothers earning £302 less per week than fathers on average.
What if I earn less than £187.18 per week?
If you earn between £125 and £187.18 per week, your statutory maternity pay for weeks 7-39 is 90% of your average weekly earnings, not the flat £187.18 rate. If you earn under £125 per week, you don’t qualify for Statutory Maternity Pay at all. However, you might qualify for Maternity Allowance instead, which pays up to £187.18 per week for 39 weeks if you’ve worked at least 26 of the 66 weeks before your due date and earned at least £30 per week in 13 of those weeks.
Can my employer refuse to let me return part-time?
Your employer must seriously consider any flexible working request, including reduced hours after maternity leave. You have the legal right to request flexible working from day one of employment since April 2024 changes. However, they can refuse if they have valid business reasons like inability to reorganise work among existing staff or negative impact on quality. If refused, you have the right to appeal. Many mothers find themselves forced to choose between full-time work or leaving their job entirely when flexibility is denied.
How do I negotiate better maternity pay?
Ask before you get pregnant if possible. Check your contract and employee handbook for existing enhanced pay policies. If none exist, build a business case showing retention costs versus enhanced pay costs. Highlight your value to the company and that 72% of UK employers now offer enhancements. Consider negotiating other benefits if pay won’t budge, like phased return, flexible hours, or keeping in touch days. Some employers will discuss enhanced pay during job offers, which is your best leverage point.
Does shared parental leave help close the gap?
Shared Parental Leave lets you and your partner split the 52 weeks of leave and 39 weeks of pay between you after the first 2 weeks. However, the pay rates don’t change — it’s still £187.18 per week for the shared portion. This can help if your partner earns less than you, allowing you to return to your higher salary sooner while they take leave at the statutory rate. But it doesn’t increase the total household income during leave. Only 2-8% of eligible parents actually use shared parental leave, partly because the pay is too low for most families to afford both parents taking time off.
References
- UK Government. Statutory Maternity Pay and Leave: employer guide. GOV.UK. Updated rates effective April 2025. Accessed December 2025.
- Office for National Statistics. Motherhood and the gender pay gap: Analysis of the gender pay gap by motherhood status in the UK. Published October 2025.
- Office for National Statistics. Gender pay gap in the UK: 2025. Statistical bulletin. Published October 2025.
- Resume.io. UK sectors fail to bridge £6,230 maternity pay shortfall. Research report. May 2025.
- Office for National Statistics. Labour Market Statistics. Average weekly earnings data for Great Britain. December 2025 release.
- Pregnant Then Screwed. Enhanced Maternity Pay data and employer policies. Accessed December 2025.
- Growth Spurt. Analysis of ONS data on motherhood penalty and wage gaps. September 2025.
- XpertHR. Maternity and Paternity Pay Survey 2022. Employee benefits research showing enhanced pay adoption rates.
