Maternity leave is an exciting time in any woman's life and one of the biggest transitions mothers face from full-time work to motherhood.
Often, mothers-to-be are so focused on preparing for their new arrival that they forget to prepare for the transition. However, with the right preparation, you can make the most out of every moment with your little one.
Planning for the unknown can be daunting, but here is a comprehensive guide to going on maternity leave to help you feel more prepared with the necessary resources, support, and peace of mind to enter motherhood.
What questions should I ask my employer about maternity leave?
What is the company's policy on maternity leave?
Firstly, it's important to know your maternity leave rights, including your pay, benefits, if there will be changes to your contract and how your company supports you on maternity leave and beyond.
Extending maternity leave is necessary for some women or returning to work sooner than expected. While it’s rare, it’s worth discussing your company’s policy on long-term disability, so you won’t need to worry during any unexpected or difficult circumstances. Any good company will provide a comprehensive package that works for you and your baby.
What forms do I need to fill out for my maternity leave?
Going on maternity leave comes with plenty of paperwork. So, sorting this out before you go on maternity leave is vital. It’s worth finalising dates when you plan to leave and return from maternity leave (and if there is room for flexibility).
It’s also worth informing your employer of antenatal appointments and giving them as much notice as possible to help with work planning and ensure you are paid.
Do you offer additional pay on top of Statutory Maternity Pay?
The maternity leave benefits you receive will largely depend on your company's generosity, but if you don't ask, you won’t know. This information should be readily accessible in your company's HR handbook/online. These benefits can match your full salary for six months to one year, while others offer a proportion of a couple of months' salary.
Be sure to ask your employer for the details on the payment amount, length of maternity leave, and any other benefits you should expect.
“My biggest concern is keeping my daughter warm in the winter.”
Will my maternity leave affect my work benefits?
Every company is different; despite this, while on maternity leave, you are still classed as an employee; therefore, it shouldn’t impact your paid holidays, bonus eligibility, or sick pay. However, to be on the safe side, it’s always worth clarifying with your employer so that you are satisfied. If you feel your work benefits do not meet your standards or have unfair policies, seeking independent advice is a good idea.
How can I stay connected and return to work?
While you are on maternity leave enjoying newborn snuggles and motherhood, office work will continue. Many women struggle to switch off from work while on maternity leave. The sudden transition from busy office life to busy motherhood can be a significant change for anyone.
If you don’t want to lose sight of your workplace, speak to your manager or HR department about the best ways to stay connected while on maternity leave, often referred to as ‘keep in touch’ (KIT) days, so that it doesn't feel like your first day again when you return.
KIT days are non-compulsory but allow you to keep in touch and get paid at your usual rate. There is no rush to return to work, so do this when you are good and ready. You might phase in your work at the start, such as one to two days a week or for a couple of hours – a great way to reduce stress and wean yourself back to work. Talk with your employer about your return date, juggling childcare, and any changes in your working hours or role to ensure a smooth adjustment back to work.
What work benefits am I entitled to on maternity leave?
When you have a baby and are employed, you're entitled to a year's maternity leave and Statutory Maternity Pay (SMP) for 39 weeks of your 52-week maternity leave. To get SMP, you must have; average earnings of at least £123 per week and have been working for your employer for at least 26 weeks. The SMP breakdown (22/23) is as follows:
For the first six weeks, your SMP will be 90% of your average weekly earnings before tax.
For the next 33 weeks, your SMP will be £156.66 (or 90% of average pre-tax weekly earnings if lower) a week.
The next 13 weeks (if taken) will be unpaid.
Freelancers, temps and others who don't qualify for the statutory package leave may be able to get Maternity Allowance. Depending on your circumstances, this could be between £27 to £156.66 a week for 39 weeks tax-free. Use the maternity entitlement calculator to work out how much you could get.
Let's talk money.
How can I make my Statutory Maternity Pay last longer?
It's a dilemma millions of new mums face: you want to spend as much time as possible with your little bundle of joy, but you also need to keep a roof over your head and food on the table. So, how can you make the most of your maternity pay and leave to do both?
Here are a few options to consider:
- Work additional hours before maternity leave to boost pay (if you feel up to it).
- Avoid taking holidays until maternity (if possible) to give you extra time with your newborn without affecting your pay (which can be added to the start or end of maternity). In most jobs, you'll build up annual leave during your maternity leave. So, if you get 25 days' holiday a year and take a year's maternity leave, you can take those 25 days of 'accrued annual leave' afterwards. You can also add on bank holidays (normally eight a year) and any other workplace scheduled closures (e.g., Christmas).
- Factor in your partner's paternity pay into your post-pregnancy plans. It could not only mean extra support but will allow you to get some much-needed rest.
- Consider ‘Shared Parental Leave’ (SPL), which offers parents more choices over sharing work and childcare commitments. After two weeks of compulsory maternity leave, you can share up to 50 weeks of leave and up to 37 weeks of pay between you (within the first 12 months after your child is born). A few enlightened employers offer generous SPL schemes.
- Take unpaid leave; (if you can afford it); you can take up to four weeks a year (unless your employer agrees to more), to a maximum of 18 weeks for each child before they turn 18.
How can I budget while on maternity leave?
For many new parents, the biggest challenge of maternity leave is making ends meet with a lower income and an extra mouth to feed. So, before the baby arrives, consider ways of reducing your outgoings. You can save money from the following.
- Reduce travel/commuting costs.
- Reduce socialising costs; a newborn has a nice way of stealing your social life, for a short while at least.
- Fix your energy tariff and shop around for cheaper deals.
- on your utilities.
- Open a bank account offering cash-back incentives, as you will surely buy lots of baby stuff. Many also offer up to £150 cash to switch your current accounts.
- Make use of free dental care and prescriptions for up to 12 months after birth,
- Take advantage of the money-saving offers and vouchers you will receive through retailers' baby clubs on items such as nappies, wipes, or baby furniture.
- Opt for items and close from cheaper retailers such as eBay, Gumtree, and Facebook, which have an endless supply of barely used bargain baby clothes and equipment.
- Use baby groups, local mum’s networks, car boots and charity shops to see you and your little one through maternity leave and beyond.
- Consider renting a room, garage, or driveway for extra cash if you have the extra room.
What childcare benefits does the government provide?
A recent Landmark survey showed 67% of women felt childcare duties in the past decade had prevented career progression, and sky-high childcare costs are among the reasons many women struggled. In the recent Spring Budget, the Chancellor announced: “30 hours free childcare per week for working parents with children aged nine months to three years old in England by 2027-2028."
The new reform will be phased in stages with the breakdown as follows:
April 2024: Children two years and up will be entitled to 15 hours free Children a week.
September 2024: Children nine months and up will be entitled to 15 hours free Children a week.
September 2025: All children nine months and up will be entitled to 30 hours of free Children a week.
The eligibility will match the existing 30 hours offered for three to four-year-olds. For further information, check the government website. You can apply for childcare online here.
