From how to apply to preparing your return, our comprehensive guide provides everything you need to know about maternity leave. Packed with information, useful links, and real-life hacks, we’ve even created a handy downloadable guide to maternity leave to help make the whole process a little easier to follow.  

All factual information has been sourced from the official GOV.UK website as of October 2024. Please refer to the GOV.UK website for any further details. This information is not intended to provide legal advice, but more to helpfully summarize and inform you of the options available. 

Yes, you’ll need to take at least the first two weeks after your baby's birth date (the first four weeks if you work in a factory).

As long as you’re employed (have an employment contract) and give your employer the correct notice, you’ll be eligible for maternity leave¹. 

Giving the ‘correct notice’ means telling your employer you’re pregnant, and informing them of your due date and the date you plan to start your maternity leave. You must do this at least 15 weeks before your due date¹.

You can use the handy maternity planner on the GOV.UK website to check your eligibility and the steps you need to take. You can also download our free guide which breaks down the process into easy steps. 

You apply for maternity leave by following the steps above and giving your employer the correct notice. Your employer then has 28 days to confirm in writing when your maternity leave will start and when it will end.

Maternity leave lasts for 52 weeks. The first 26 weeks is called ‘ordinary maternity’ leave and the second 26 weeks is called ‘additional maternity’ leave.

After ordinary maternity leave, you have the right to return to your job. After additional maternity leave, you have the right to return to your job or a similar job if it’s not possible to give you your old job³.

You don’t have to take it all if you don’t want to, and if you have a partner, you could be eligible for shared parental leave. 

11 weeks before your due date⁴. 

There’s no reason why you can’t keep working up until your baby is born. On the other hand, you may prefer some time off before your new arrival makes an appearance. Trust your instincts and do what’s best for you.

If you change your mind about when you want your maternity leave to start, that’s OK. 

You’ll just need to agree on a new date with your employer or give them at least 28 days' notice of the change⁵. 

If your baby arrives early, your maternity leave will automatically start the day after they’re born⁴.

Not all employers offer maternity pay (known as ‘contractual’ or ‘enhanced’ maternity pay), but if they do, the details will be in your employment contract. Take a look or chat with your employer if you’re unsure.

Statutory Maternity Pay (SMP) is another option if your employer doesn’t offer enhanced maternity pay. You’ll need to meet the below criteria to be eligible⁶:
 

• Be an employee (you can check whether your employment status is eligible here).
• Have worked 26 weeks continuously for the same employer before your ‘qualifying week’ (15 weeks before your due date). 
• Earn at least £123 per week (on average) for 8 weeks before your qualifying week.

Maternity Allowance is a payment from the government that might be available to you if you can’t get SMP, are self-employed or have recently stopped working. You may also be entitled to Maternity Allowance if you work unpaid for your partner or spouse’s business⁷. 

You won’t be able to receive any holiday pay (or take any holiday) whilst you’re on maternity leave. However, you’ll still have your usual holiday allowance, which you can use on your return to work⁸. Lots of women use their holiday allowance to extend their maternity leave, so have a chat with your employer if this is something you’d like to do.

Remember to check your contract as different employers offer different benefits around things like holiday and maternity leave.

If you’re returning to work within or up to the first 26 weeks, you’re entitled to return to the same job you previously had⁹.

If you’ve taken more than 26 weeks of maternity leave, you’ll still have the right to go back to your old job, but you might be offered a different job if that’s not possible.

The job you’re offered must be similar to your old one, though, offering the same in terms of pay, seniority, location, holidays and benefits⁹.  

Planning your return to work isn’t always straightforward, especially if life decides to throw curveballs you need to work around. Whether you’ve decided to take a little longer or you’re simply ready to get back to it sooner, you’ll just need to give your employer 8 weeks' notice of the change of date¹⁰.  

If you worked during your pregnancy, you should have had an individual risk assessment to make sure your working environment was safe for you and your unborn baby.

If you’ve given birth within the last 6 months or you’re still breastfeeding, your employer must arrange for another one when you return to work¹¹. They’ll need to share the assessment results with you and make any necessary changes to ensure you’re free from risk and can work safely.

If you have any concerns about healthy and safety when returning to work, you can always get in touch with your health and safety workplace representative.

Returning to work doesn’t mean you have to stop breastfeeding. By law, your employer must make sure you’ve got a suitable place to rest at work if you’re still breastfeeding when you go back⁹.

Whilst they’re not required to provide a place to breastfeed your baby or express milk, there’s nothing to stop you from asking your employer⁹ whether there’s a private room you could use to express or a small fridge where you could store your breast milk.

Depending on how you feel about your employer and colleagues, keeping in touch with your workplace network during your maternity leave can pay dividends when it’s time to return to work.

Whilst on maternity leave, your employer has the right to a ‘reasonable’ amount of contact with you. It’s generally considered good practice for your employer to discuss what any contact during maternity leave might look like before you head off to meet your new arrival, something that worked a treat for Sylvie's mum;

“I felt much better after chatting with my boss. I was keen to know about big changes and asked to be told about social events. Being invited to team lunches and the Christmas ‘do’ made me feel like I was still a part of things. It also provided some welcome ‘adult time’ and the odd break from changing nappies!”

You get 10 ‘keeping in touch’ (or ‘KIT’) days during your maternity leave, which you can use to stay up to date, in the know, and get stuck into some of the work you enjoy. You don’t have to use them, but KIT days can be great a great way to touch base with your friends and colleagues. You’ll also be paid for each one you use - bonus!¹².

There’s a lot of noise out there about how to achieve the perfect work-life balance. So many of the parents we’ve spoken to talk about the challenges they’ve had trying to navigate being a good parent as well as a top-notch employee; “Returning to work after maternity leave felt like I had two identities. On the one hand, I was ‘mummy’, kissing scraped knees and reading bedtime stories. Then there was ‘work me’ who needed to function after sleepless nights with a teething baby and prove I was worthy of my place. It was tough.” (Seb’s mum).

In reality, the only balance is the one that works for you and your little one, and there are a few things you can do to make that happen: exploring your options for childcare and flexible working, being just two.

If you’re worried about getting to work on time whilst juggling the nursery run and wondering how you’ll manage to attend the nativity, flexible working might be something to consider.

You can make a formal (statutory) request for flexible working if you're an employee. Although they’re not legally required to agree, your employer must have a ‘genuine business reason’ to refuse¹³. You’re also free to have an informal discussion about flexible working with your employer and come to an agreement that works for you. Either way, your employment contract must be changed to reflect any new arrangement¹³.

Childcare choices can feel overwhelming when returning to work after maternity leave.

Whilst some parents live close to friends and family they can rely on for regular childcare, not everyone has that option. You might also feel that a nursery setting would be better suited to your little one.

When making your decision, think about: 

• Whether you’d prefer a nursery or a childminder. Either way, start looking early, as many childcare providers have long waiting lists.
• Location. What childcare providers you have in your local area? Would you prefer something closer to home or closer to work?
• How many hours of childcare you’ll need. If friends or family support you, can they commit to that?
• Cost, and factor that into your household budget.
• Whether you’re eligible for any government funding. You can check your eligibility using the free tool on the GOV.UK website.

If you’re preparing to return to work after maternity leave, there are probably a million and one things going through your mind.

You might be anxious about leaving your baby with someone who’s not you. Maybe you’re sad about being away from your little one and will miss your time together. Or perhaps you’re excited about returning to the world of work but worry that you’ll be judged for feeling that way.

One of the most common feelings parents talk to us about when they return to work is guilt; “Would I miss the major milestones? Would my baby lose out because I wasn’t there as much? Then, there was the guilt I felt about my work. What if I had to leave early to pick up the baby? What if I wasn’t giving enough to my work? Yes, the ‘mum guilt’ was very real.” (Daisy’s mum).

However you’re feeling, rest assured you’re not the only one feeling that way. But don’t take our word for it; check out some real-life experiences from mums who’ve been there, done that, and got the back-to-work T-shirt. 

Whether it’s friends, family, or colleagues with kids, build a network of people you can turn to for support, advice and guidance. “Once I became a mum, it unlocked new friendships at work. It was great talking to people on the same journey as me who understood my worries about being a working parent.” (Finn’s mum). 

Protecting your time is OK, so be clear about the hours and days you work and stick to them. “Boundaries were a game changer. They helped me stay present as a mum and as an employee, and they made sure that I always gave my best in either role. Boundaries are great for parenting, too - bathtime is at 7 pm, no negotiation!” (Ben’s mum).

Whether you’re ready to climb the corporate ladder or scale it back to spend more time with your tiny sidekick, reviewing whether anything needs to change about your work life is never a bad idea. Would you prefer part-time hours? Are you ready to push go on that promotion? Or would self-employment provide the flexibility you’re looking for? “Going self-employed was scary. I left a stable career and was a single mum with lots of plates to spin. In the end, it was the best decision I ever made. I grew in confidence, realised my potential, and worked around my kids. It’s not for everybody, but it was for me.” (Sylvie’s mum). 

As a new parent, it’s not unusual to feel under pressure when returning to work after maternity leave. It’s not always easy, but try and take some time for yourself when you can. Prioritise what you need to do and the things that can wait, and take each day as it comes. “For me, it was a case of taking ‘baby steps’ back to work (pardon the pun!). There are only so many hours in the day, and you can only do your best. I soon realised that my best was more than good enough and that I was putting an awful lot of pressure on myself. Take a step back, and trust me, you’ve got this.” (Seb’s mum).

Last reviewed: January 2025 
Reviewed by Nutricia’s Medical and Scientific Affairs Team