Calculate statutory family pay
Choose the statutory pay type and enter average weekly earnings. This calculator estimates statutory pay only, not enhanced employer maternity, paternity or parental pay.
How statutory maternity and paternity pay works
Statutory Maternity Pay normally pays 90% of average weekly earnings for the first 6 weeks. The remaining weeks are paid at the statutory weekly rate, or 90% of average weekly earnings if that is lower.
Statutory Paternity Pay, Shared Parental Pay, Parental Bereavement Pay and Neonatal Care Pay usually use the statutory weekly rate, or 90% of average weekly earnings if lower, for the eligible weeks entered.
This calculator estimates statutory pay before PAYE, National Insurance and other payroll deductions. Your actual payslip may differ.
SMP / SAP:
first 6 weeks = 90% of average weekly earnings
remaining weeks = lower of £194.32 or 90% of average weekly earnings
SPP / ShPP / SPBP / SNCP:
eligible weeks = lower of £194.32 or 90% of average weekly earnings
2026/27 statutory family pay rate
For 2026/27, the standard weekly statutory family pay rate is £194.32, or 90% of average weekly earnings if that is lower. Statutory Maternity Pay and Statutory Adoption Pay pay 90% of average weekly earnings for the first 6 weeks.
| Payment | First weeks | Standard weekly rate |
|---|---|---|
| Statutory Maternity Pay | First 6 weeks at 90% AWE | Then £194.32 or 90% AWE if lower |
| Statutory Paternity Pay | No 6-week higher-rate period | £194.32 or 90% AWE if lower |
| Statutory Adoption Pay | First 6 weeks at 90% AWE | Then £194.32 or 90% AWE if lower |
| Shared Parental / Bereavement / Neonatal Care Pay | No 6-week higher-rate period | £194.32 or 90% AWE if lower |
Example statutory pay estimates
These examples use the 2026/27 statutory rate and assume the employee is eligible. They are gross estimates before tax and deductions.
| Scenario | AWE | Weeks | Estimated statutory pay |
|---|---|---|---|
| SMP, full 39 weeks | £500 | 39 | £9,112.56 |
| SMP, lower earnings | £150 | 39 | £5,265.00 |
| SPP, 2 weeks | £500 | 2 | £388.64 |
Eligibility matters
Statutory pay eligibility can depend on employment status, continuous service, average weekly earnings, notice rules and the relevant qualifying week or matching week. This calculator does not check all legal conditions.
If you are unsure whether you qualify, check official guidance or ask your employer/payroll team. Some employers also offer enhanced maternity, paternity, adoption or shared parental pay on top of the statutory minimum.
Important: this calculator estimates pay only. It does not decide entitlement to leave, eligibility for pay, employer reclaim rules or enhanced contractual benefits.
Budgeting during leave
Statutory family pay can be much lower than normal earnings. If leave pay will reduce your household income, compare the statutory pay estimate with usual net pay, savings and monthly bills.
Your employer may pay leave through payroll, so statutory pay can still be subject to tax, National Insurance, pension deductions and student loan deductions depending on your situation.
Compare with normal take-home pay
Estimate your normal monthly pay after tax and deductions before planning leave.
Related family pay glossary terms
These terms help explain statutory pay, payslips and leave-related income.
Maternity and paternity pay FAQs
Does this include enhanced employer pay?
It estimates statutory pay first. You can add an optional employer top-up, but enhanced pay depends on your employer’s policy or contract.
Is statutory maternity pay paid before tax?
Statutory pay is usually paid through payroll, so tax, National Insurance and other deductions may apply depending on your total income and circumstances.
How many weeks of SMP can be paid?
Statutory Maternity Pay can usually be paid for up to 39 weeks: 6 weeks at 90% of average weekly earnings and up to 33 weeks at the standard rate or 90% of earnings if lower.
Can paternity pay be more than 2 weeks?
The statutory rules and leave rights can change. This calculator lets you enter the number of weeks you want to estimate, but eligibility and leave entitlement should be checked separately.