Great Britain · Check your department · 2026/27

Civil service maternity pay calculator

Model the full-pay offer in your department’s policy, then see your estimated monthly income after tax, NI and pension.

Check this scheme applies to you

There is no single occupational maternity policy for every civil servant. The government guide describes 26 weeks at full pay, with longer offers in some departments. Confirm your department’s eligibility and return conditions before including it. Northern Ireland Civil Service terms are separate.

  • Your pay, week by weekOccupational pay and SMP, with a separate service check
  • A monthly take-home estimateIncluding tax, NI and an editable pension contribution
  • Your details stay privateNo account needed for the calculator

Your details

Use your own pay and dates. Your entries stay on this device.

Leave can normally start from 11 weeks before the due week.

Use actual annual contractual earnings for your working hours, not a full-time equivalent. Department-specific allowances, service rules, shared parental leave and repayment arrangements need checking with HR.
For the separate 26-week SMP service check. Enter the current employer date even if earlier service counts for occupational pay.
26 is an illustration. Use the offer HR confirms for you, including 0 for SMP only.

Leave unticked to calculate SMP only.

Where do you pay Income Tax?
Tax residence does not change the occupational agreement modelled above.
Pension and returning early
Suggested alpha 2026/27 band (4.6%–8.05%). Enter your payslip rate if you use another scheme or partnership arrangement; enter 0 if opted out.
Leave blank to model the full 52 weeks.
Use payslips for SMP

These earnings change SMP. The occupational full-pay basis remains the annual salary you entered.

Free · No sign-up · Estimates, not payroll advice

How it works

Civil service maternity pay: the scheme modelled

These stages assume the relevant occupational conditions and separate SMP rules are met.

Illustrative offer
26 weeks full pay

Only included after you confirm eligibility.

Weeks 27–39
SMP only

For an eligible employee on a 26-week offer.

Weeks 40–52
Unpaid

Adjust full-pay weeks if your policy differs.

The calculator uses 2026/27 statutory and pension assumptions beyond this year where future rates are unknown. Pay rises, salary sacrifice, student loans, Maternity Allowance, shared parental leave, pension benefit accrual and one-off payroll adjustments are not modelled. A simplified fixed pension percentage is applied to paid earnings. Check your actual policy and payslip.

Good to know

Civil service maternity pay questions

Do all civil servants get 26 weeks at full pay?

No. The government guide describes a common full-pay offer, but entitlement is set by your department. Some departments offer more weeks. Until you confirm that you meet your policy’s conditions, the calculator shows SMP only.

Can I model 39 weeks of full pay?

Yes. Change the full-pay weeks to the number in your department’s policy and confirm eligibility. The calculation treats full pay as including SMP, not an extra payment on top of it. Enter 0 to model statutory pay alone.

Will I have to repay enhanced pay?

Your department’s policy decides any return commitment and occupational-pay recovery. Confirm those conditions before ticking the eligibility box, especially if you might resign or return on different hours. The calculator does not establish that you can keep the enhanced element.

Which pension is used?

The suggestion follows the 2026/27 alpha member contribution bands. The rate is applied to paid earnings for an estimate of tax relief and take-home. Other schemes, pension benefit accrual and unpaid-leave contributions need checking separately.

Can I use a different employer scheme?

Yes. Use the general maternity pay calculator to enter the stages in your own policy. The figures here are estimates for the named agreement, not an entitlement decision.

Sources and assumptions

Reviewed 24 October 2026. We use national agreements and scheme-provider guidance; your employer must confirm individual entitlement.

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