Compare Employment Leave Types

Family leave in the UK is not one entitlement but several, each with its own qualifying service test, its own notice deadline and its own pay rules. They interact too — maternity leave can be cut short to release shared parental leave, and adoption leave broadly mirrors maternity. Getting the notice in on time matters as much as qualifying in the first place. This comparison sets out maternity, paternity, shared parental and adoption leave side by side so you can plan the whole period rather than one piece of it.

Tip: scroll the table sideways to see all columns →

Feature	Maternity Leave	Paternity Leave	Shared Parental Leave	Adoption Leave
Maximum duration	52 weeks	2 weeks	Up to 50 weeks (shared from maternity)	52 weeks
Statutory pay duration	39 weeks	2 weeks	Up to 37 weeks	39 weeks
Statutory pay rate	90% for 6 weeks, then £194.32/week	£194.32/week	£194.32/week	90% for 6 weeks, then £194.32/week
Qualifying service	26 weeks by 15th week before due date	26 weeks by 15th week before due date	Both parents must qualify	26 weeks by matching week
Can be shared	Can curtail to create SPL		Yes — designed for sharing	Can curtail to create SPL
Statutory weekly pay rate (2026/27)	£194.32/wk (after 6 weeks at 90% AWE)	£194.32/wk	£194.32/wk	£194.32/wk (after 6 weeks at 90% AWE)
Notice required to start	15 weeks before expected due date	15 weeks before due date (28 days for start date)	8 weeks written notice to employer	28 days before leave starts

Statutory pay rates shown are for 2026/27. Enhanced pay may apply under your employer's own policy.

Planning your leave around the deadlines

Leave and pay are separate things, and it helps to keep them apart in your head. The right to take the leave usually depends on being an employee; the right to be paid for it depends on length of service and earnings. That is why someone can be entitled to a full year off but only 39 weeks of pay, and why a person who changed jobs late in pregnancy may have leave but not statutory maternity pay. If you fall short on the pay test, ask about Maternity Allowance from the Department for Work and Pensions instead.

One parent taking most of the time? Straight maternity or adoption leave is simplest, and the first six weeks are paid at the higher earnings-related rate.
Both parents wanting significant time? Shared parental leave lets the birth parent curtail their leave and split the remainder, including taking blocks at the same time.
Supporting a partner around the birth? Paternity leave is short and must be taken as a single block or two whole weeks, not odd days.

The commonest and costliest mistake is missing a notice deadline. These are strict, they sit further ahead than people expect, and a late notice can push a start date back or cost the leave entirely. Put every deadline in the diary as soon as you have a due date or matching date.

Check your employer's own policy before you finalise anything. Many enhance pay well beyond the statutory minimum, often on condition that you return for a set period — which may change how you want to split the year.

Frequently asked questions

Can I change my mind about when I return to work?

Yes, within limits. If you want to come back earlier than the date you originally gave, you must give your employer at least eight weeks' notice of the new date, and the same applies if you decide to stay off longer up to your maximum entitlement. Without that notice your employer can refuse to have you back until the notice period has run. Confirm any change in writing, because return dates affect pay runs, cover arrangements and pension contributions.

What happens to my holiday while I am on family leave?

Statutory holiday keeps accruing throughout the whole leave period, including any unpaid portion, because you remain employed. You cannot take holiday and family leave on the same day, so most people take the accrued days immediately before or after the leave, or carry them over by agreement where the leave year ends midway. Raise it early — employers often prefer to plan the return date and the holiday together rather than discover several untaken weeks at the last minute.

Am I entitled to the same job when I come back?

If you take 26 weeks or less, you have the right to return to the same job on the same terms. After that, you are entitled to return to the same job unless it is not reasonably practicable, in which case it must be a suitable and appropriate alternative on no worse terms. Any change should be discussed with you, not announced. If you are treated worse because you took leave, that is likely to be unlawful — speak to Acas before accepting it.

Can I do any work during my leave without losing pay?

Yes. Employees on maternity, adoption or shared parental leave can work a limited number of optional keeping-in-touch days by agreement without ending the leave or losing statutory pay for that week. They are entirely voluntary — your employer cannot require them and you cannot insist on them. They are useful for training, team meetings and a phased mental return. Agree the rate of pay for those days in advance, because statutory pay alone may not cover them.

Related guides

Maternity, Paternity and Shared Parental Leave

New parents in the UK have important statutory rights to take time off work and receive pay during leave. Understanding maternity, paternity, and shared parental leave helps you plan your family and protect your employment.

9 min

Holiday Pay Explained

Almost all UK workers are legally entitled to paid annual leave under the Working Time Regulations 1998. Understanding exactly how much holiday you are owed and how your pay should be calculated can save you from losing money you are rightfully owed.

7 min

Flexible Working Requests

The right to request flexible working was significantly strengthened in April 2024. Employees can now ask from their first day and employers must handle requests more fairly than before. This guide explains the new rules.

5 min

Disclaimer

The information on this page was correct at the time of writing. Amounts, thresholds, and rules may change. Always check the latest official guidance.