Pension &
Maternity Leave
Understanding 2015 CARE Accrual, Unpaid Gaps and the Mechanics of Buying Back Service in 2026.
Featured Definition
Does maternity leave affect the Police Pension?
Yes, maternity leave directly impacts the 2015 CARE pension scheme, though the effects are tiered. During the paid period (Weeks 1–39), accrual is protected via Assumed Pensionable Pay, meaning your pension pot grows as if you were working full-time. However, during the unpaid period (Weeks 40–52), accrual ceases entirely, creating a permanent gap in your career average earnings unless you exercise your legal right to 'buy back' the missing contributions upon return.
Section 01
CARE Scheme Fundamentals
The 2015 Police Pension Scheme is a Career Average Revalued Earnings (CARE) scheme. Unlike the legacy 1987 or 2006 schemes, which were based on your final salary at retirement, the 2015 scheme builds a pension 'pot' year-by-year based on your actual earnings.
In a CARE scheme, you 'buy' a slice of pension every year. That slice is currently 1/55.3 of your pensionable pay for that year. Each year's slice is then revalued annually (usually by CPI + 1.25%) to ensure it keeps its purchasing power.
The CARE Equation
- The Slice: 1/55.3 of your annual pensionable earnings for each year of service.
- Revaluation: Your total pot increases annually by a set rate to counteract inflation.
Snippet Target
Does maternity leave affect police pension in the 2015 scheme?
"Maternity leave affects the 2015 CARE scheme by creating potential gaps in your 'earned' earnings. While paid phases are protected by Assumed Pensionable Pay, any unpaid weeks result in zero pension accrual for that period, meaning a smaller 'slice' is added to your pension pot for that financial year."
Section 02
Paid Leave & Accrual
During the first 39 weeks of maternity leave (which includes Occupational Maternity Pay and Statutory Maternity Pay phases), the regulations protect your pension via a mechanism called Assumed Pensionable Pay (APP).
APP ensures that even though you are receiving a reduced income (or moving from full pay to half pay or flat statutory pay), your pension accrues as if you were still receiving your normal full pensionable pay.
Key Rule: Pay vs Accrual
"You only pay contributions based on the actual pay you receive. However, your pension pot grows based on your normal full pay. This is the most generous phase of the pension's interaction with maternity."
The Accrual Table
| Phase | Pay Basis | Accrual |
|---|---|---|
| OMP (Weeks 1-18) | Full Pay | 100% |
| SMP Tier (Weeks 19-39) | SMP Rate | 100% (APP) |
| Unpaid (Weeks 40-52) | Zero | 0% |
Section 03
The Unpaid Gap
Once you enter the unpaid phase—typically from Week 40 until your return to duty—the Assumed Pensionable Pay (APP) mechanism ceases. Without a payment being made to you, the regulatory trigger for automatic accrual stops.
This means that for every week you remain on unpaid leave, you are not building any value in your CARE pension. While 13 weeks (Week 40 to 52) may seem minor, the cumulative effect of losing 1/4 of a year's accrual can be substantial when revalued over 20-30 years.
The Financial Reality
"If a PC on top scale (£48,000) takes 13 weeks of unpaid leave, they miss out on approximately £868 of pensionable earnings accrual. At a 1/55.3 rate, this is a lost slice of ~£15.70 of annual pension added to their pot. Revalued at 3% for 25 years, that gap grows to over £30 per year in retirement."
Snippet Target
Does unpaid maternity leave reduce police pension?
"Yes. Unpaid maternity leave results in a total cessation of pension accrual for that period. Because the 2015 CARE scheme is based on actual earnings, the 'zero pay' weeks deliver 'zero pension' growth, resulting in a permanent reduction in your future retirement income unless you elect to buy back the lost period."
Section 04
Buying Back Service
To mitigate the impact of the unpaid phase, officers possess a legal right to 'buy back' the missing period of pensionable service. This is technically an election to pay the contributions you would have paid had you been at work.
Crucially, if you make this election within the specified timeframe (typically documented as within 6 months of returning to duty), the Force is required to pay their employer contribution share as well. This makes buying back exceptionally good value, as you are only paying the employee portion (the member contribution) to unlock the full accrual slice.
Key Rule: The Election Window
"The window for buying back is strictly limited. While often six months, you must confirm the exact deadline with your local scheme administrator (Pensions Department). Missing this window can result in losing the right to Force-funded contributions, making the buy-back significantly more expensive."
Snippet Target
How do you buy back unpaid maternity leave in the police pension?
"To buy back unpaid maternity leave, you must submit a formal election to your Force's pension administrator. You will be quoted a cost based on the member contributions you missed. Once paid—either as a lump sum or sometimes via deductions—your CARE record is updated to show full pensionable earnings for the unpaid window."
Section 05
Financial Modelling
Projections based on the 2015 CARE Scheme rules. For illustrative purposes only.
Officer on PC Top Scale
Full year maternity. 13 weeks unpaid. Normal salary £52,000.
Sergeant Promotion during Leave
Promoted mid-maternity. Salary shifts from £52k to £56k.
APP is recalculated based on the new rank's pensionable pay from the date of promotion. accural continues at the higher Sergeant rate even while on maternity pay.
The "Do Nothing" Approach
Officer chooses not to buy back 13 weeks.
The CARE pot for that year represents only 39/52nds of a full work year. This "scar" remains in the CARE record permanently, failing to benefit from future compounding revaluation.
Buy-Back after 3 Months
Returns to work January; elects to buy back in March.
Within the "standard" window. Cost is capped at member contributions only. Force pays employer share. Accrual record is restored to 100%.
5. Two Maternity Periods
Double compounding impact of gaps. Essential to buy back both to protect 30-year pension projection.
6. Officer Near Retirement
High weight on final CARE slices. Buy-back has less time to revalue but still adds immediate guaranteed income.
7. Ill-Health Consideration
Pension based on enhanced record. A lower base pot from unpaid gaps results in a lower enhancement.
8. Resignation Post-Return
If buying back via installments, the balance usually triggers upon leaving. Confirm with admin.
9. Part-Time Return
Buy-back window is based on return date, not return to full-time. Window begins upon first day of duty.
10. High London Weighting
Weighting is pensionable. Appraisal and APP include weighting in the accrual math.
Section 06
Increment & Promotion
A common misconception is that increments or promotions are 'paused' or ignored by the pension scheme during maternity. Under 2015 CARE rules, whenever your pensionable pay increases (via a pay-scale increment on your anniversary or a rank promotion), your Assumed Pensionable Pay (APP) must be recalculated.
This means your pension 'slice' grows bigger the moment you hit that higher pay grade, regardless of how much actual cash you are taking home in maternity pay. This compounds over a 30-year career; missing even one increment's worth of growth for a few months reduces the starting base for all future revaluations.
The Compounding Effect
"Promotion during the SMP phase is highly advantageous. You continue to build the pension of a higher rank while contributing only against the flat SMP rate. This 'leveraged' growth is unique to statutory leave phases."
Promotion date triggers immediate APP adjustment.
Increment milestones are honored for CARE pot calculations.
Future revaluation applies to the higher established base.
Section 07
Tax & Contributions
Your contribution tier (e.g., Tier 1, 2, or 3) is based on your pensionable pay for the year. Because your overall earnings for the year you take maternity leave will likely be lower, you might find yourself in a lower contribution tier, reducing the percentage you pay on your active income.
When buying back service, remember the Tax Relief Principle. Pension contributions are deducted before tax. If you buy back via salary deduction upon return, you receive automatic tax relief at your marginal rate (20%, 40%, etc.), reducing the "real world" cost of the buy-back compared to the headline figure quoted by Pensions.
Impact on Net Pay
If your buy-back cost is £1,000 and you are a 40% taxpayer, the reduction in your take-home pay is effectively only £600 because of the tax savings. This makes buying back even more attractive as a long-term investment.
Check your latest P60 for tax tier clarity
Section 08
Common Mistakes
Missing the 6-month election deadline, losing the right to Force-funded contributions.
Believing the pension 'stays whole' during the unpaid weeks without a buy-back.
Failing to realize that APP only protects the paid phase, not the entire 52 weeks.
Underestimating how much a minor gap today costs after 25 years of revaluation.
Applying 1987 scheme logic (final salary) to a 2015 CARE (average salary) reality.
Not checking that the Pensions Dept has adjusted APP for mid-maternity increments.
Being deterred by the 'gross' cost of buy-back without calculating the 'net' tax-relieved cost.
Assuming you can 'just fix it' years later. Buy-back options are usually time-locked.
Failing to model how a part-time return further dilutes pension growth post-maternity.
Assuming the buy-back calculation is always correct without verifying against your P60.
Thinking APP only applies to the Occupational (OMP) phase, not the SMP phase.
Failing to check if temporary injury allowances are included in the APP calculation.
Assuming a new Force will honor the buy-back window of your previous employer.
Not realizing that gaps in your record also reduce the base for survivor/pensioner spouse payouts.
Thinking voluntary contributions are better than buy-backs (buy-backs unlock employer cash).
Section 09
Authority FAQ
Does maternity reduce my pension?
Only if you take unpaid leave (Weeks 40-52) and do not buy it back. The paid period (Weeks 1-39) is fully protected as if you were on full pay.
What is Assumed Pensionable Pay?
A regulatory tool that forces the pension scheme to record your earnings at 100% of your normal salary during the paid phases of maternity, even if your actual pay is lower.
How much does buy-back cost?
Typically your member contribution percentage (e.g., 12.44%) of your missed pensionable pay. The Force pays the employer share if elected within the window.
Is buy-back worth it?
In almost every scenario, yes. You are effectively buying a guaranteed income for life at a cost that is heavily subsidized by the employer and tax relief.
Does SMP count for pension?
Yes. During the SMP phase, you build a full CARE slice via APP. You only pay contributions on the SMP income you receive.
Can you buy back in instalments?
Most Forces allow for monthly deductions from salary over a set period (e.g., 12 months). Confirm with your local administrator.
What if you don’t buy back?
You simply have a Gap in your CARE record. This Gap never revalues, meaning your total retirement pot will be permanently lower.
Does part-time affect accrual?
Post-maternity, if you return part-time, your accrual reflects your pro-rata earnings. For example, 50% hours equals ~50% of a full CARE slice.
What happens if you leave before buying back?
You can usually pay a lump sum via your final pay, or you may lose the right to buy back the service entirely once employment ends.
Does injury award affect CARE during maternity?
Temporary injury allowances are pensionable and are included in the APP calculation if you were receiving them prior to maternity.
Is the revaluation rate guaranteed?
It is set by Treasury orders annually (CPI + 1.25%). While not "guaranteed" forever, it is the current statutory basis of the 2015 scheme.
Does Kitt Day pay count for pension?
Yes. Keeping In Touch (KIT) days are pensionable. You pay contributions on the day's pay, and it builds into your CARE pot.
Expanded FAQ Modules
13. Can my partner buy back my gaps? No. Pension gaps are personal to the member's record.
14. Does the buy-back window extend for sickness? Usually not automatically. You must apply for an extension based on exceptional circumstances.
15. What if I'm in the 50/50 option? Accrual is halved, and buy-back is similarly pro-rated based on your election.
16. Do allowances like London Weighting count? Yes, if they are part of your pensionable pay definition.
17. Is bereavement leave different? Yes, refer to the specific 'Special Leave' pension regulations.
18. Can I buy back years later? Only at 'actuarial cost', which is significantly more expensive than member contributions.
19. Does a career break affect the window? The window typically triggers upon return to duty from maternity, regardless of future career breaks.
20. Are KIT days mandatory? No, they are optional and based on mutual agreement.
21. Does AVC impact buy-back? They are separate. Buy-back restores the CARE pot; AVCs build a separate defined contribution pot.
22. What is the 1/55.3? The fraction of your yearly salary that forms your annual pension 'slice'.
23. Does revaluation stop if I leave? No, but it may switch to CPI only (depending on 'deferred' status rules).
24. Can I pay via a family member? Payment must come from you, though the source of funds can be gifted.
25. Does divorce affect the pot? Yes, CARE records are subject to Pension Sharing Orders.
26. Is the 2015 scheme safe? It is a statutory public service scheme backed by the UK government.
27. What is 'Pensionable Pay'? Generally basic pay plus specific pensionable allowances, excluding non-pensionable overtime.
28. Is SMP tax-free? No, SMP is subject to Income Tax and National Insurance.
29. Does the 16-week OMP phase count? Yes, OMP is full pay and accrues 100% naturally.
30. Can I get a pension estimate? You should request an 'Annual Benefit Statement' from your local pension administrator.
Section 10
Legacy Comparison
It is critical to distinguish the 2015 CARE scheme from the legacy 1987 and 2006 Final Salary schemes. In legacy schemes, a gap in maternity leave was often treated as a 'loss of service time' (e.g., losing 13 weeks of service years).
In the 2015 scheme, there is no "time" in the same sense; there is only "pensionable earnings". A gap in 2015 is a gap in that year's earnings base. The revaluation of the 2015 scheme also differs significantly, using a specific Treasury-set multiplier rather than salary growth at the point of retirement.
Survivor Implications
"gaps in your CARE record don't just affect you. Because survivor benefits (widow/widower/children) are typically a percentage of your accrued pot, failing to buy back unpaid leave reduces the safety net for your family in the event of your death."
Section 11
Regulatory Framework
The governance of police pensions and maternity accrual is derived from the Police Pensions Regulations 2015. These regulations set the 1/55.3 accrual rate and the specific requirements for 'Assumed Pensionable Pay'.
The right to buy back service is further supported by the Police Regulations 2003 (Maternity and Parental Leave) determinations, ensuring that police officers are not penalized for taking statutory family leave.
Administrative Note
"Forces are mandated to provide you with a clear pension impact statement upon your return. If your Force fails to provide the buy-back cost within a reasonable timeframe, you should raise a formal query via your Federation representative or the internal Pensions Department to protect your statutory election window."