Police Maternity Pay Calculator (2026) –
OMP, SMP & Repayment Timeline

The framework governing police maternity entitlements in England and Wales is one of the most robust in the public sector, primarily anchored in the Police Regulations 2003 (specifically Regulation 33 and Annex L). Unlike standard employee contracts, police officers are holders of a "Crown Office," meaning their entitlements are determined by statutory instruments rather than purely commercial negotiations. This provides a high degree of protection but also mandates strict adherence to the defined "Qualifying Weeks" and service thresholds.

It is essential to distinguish between Occupational Maternity Pay (OMP) and Statutory Maternity Pay (SMP). OMP is the discretionary, though regulation-bound, enhance pay provided by the police force to support officers in their career longevity. SMP, conversely, is a benefit administered by the force on behalf of the Department for Work and Pensions (DWP), available to almost all workers who meet the national insurance contribution thresholds. Understanding the interplay between these two is the foundation of effective financial planning for your 2026 maternity leave.

Critical to this legal basis is the definition of Continuous Service. For the purposes of OMP, this includes all service within any UK police force, provided there has not been a break in service exceeding the statutory limits. This "Portability of Service" is a unique feature of the police service, ensuring that officers who transfer between forces for career development are not penalized in their family planning entitlements.

The Expected Week of Childbirth (EWC) serves as the anchor for all legal timelines. The "Qualifying Week" is the 15th week before the EWC. To secure full entitlements, an officer must typically have reached the 63-week service milestone by the end of this qualifying week. Miscalculating these dates by even a few days can result in the loss of thousands of pounds in Occupational Pay, making early engagement with your force's HR or Federation representative paramount.

The "Golden Thread" of police maternity leave is the 18 weeks of full Occupational Maternity Pay. This is a significant enhancement over the statutory minimum and reflects the service's commitment to retaining experienced female officers. To qualify for this 18-week full pay period, an officer must have completed 63 weeks of continuous service by the time their EWC arrives. This period effectively covers the first four months of leave, ensuring full salary stability durante the initial stages of motherhood.

However, this enhanced pay comes with a Return Requirement. In 2026, the standard regulation dictates that an officer must return to duty for a minimum of one month following the conclusion of their maternity leave. This return can be on a full-time, part-time, or flexible working basis, but it must be a formal return to the payroll. If an officer chooses to resign or not return for this duration, the force retains the legal right to recover the 18 weeks of OMP (minus the SMP portion, which is never repayable).

It is worth noting that while the 18-week rule is the standard, individual force Discretion Boundaries do exist. Some Chief Constables have the authority to waive repayment in cases of extreme hardship or unforeseen medical circumstances. Furthermore, officers can choose to spread their 18 weeks of full pay over a longer period (e.g., 36 weeks at half pay), which can assist in long-term budgeting, though this must be agreed upon with the force payroll department in advance.

Statutory Maternity Pay (SMP) provides the floor for maternity income and runs for up to 39 weeks. For officers who do not qualify for OMP, SMP becomes the primary source of income. The calculation follows a strict national formula: for the first 6 weeks, you receive 90% of your Average Weekly Earnings (AWE). For the remaining 33 weeks (Weeks 7 to 39), you receive the flat SMP rate (which for the 2026/27 tax year is adjusted for inflation) or 90% of your AWE, whichever is lower.

The Average Weekly Earnings (AWE) calculation is a common point of confusion. It is calculated based on the gross pay you actually received in the 8-week period leading up to your "Qualifying Week" (the 15th week before EWC). Crucially, this calculation includes all pensionable and non-pensionable earnings, meaning overtime worked durante this window can significantly boost your initial 6 weeks of 90% pay. This is one of the few areas where the variable nature of police work can provide a direct financial benefit during leave.

For officers who are receiving OMP, the SMP is "offset" against their full pay. In simple terms, during the first 18 weeks, you are paid your full salary, which includes the SMP portion. Once you move into the "Half Pay" or "SMP Only" phases, the distinction becomes more apparent in your payslip. It is important to monitor these transitions carefully, as the drop from full pay to SMP-only (roughly £700-£800 per month for many) represents a significant financial shift.

Life circumstances often change during a 52-week maternity period, and some officers may decide that a return to frontline policing is no longer viable. If you decide to resign durante or immediately after your maternity leave, you must be aware of the Repayment Rules. As discussed, the force is entitled to reclaim the enhanced portion of your maternity pay (the OMP).

However, there is a silver lining: Statutory Maternity Pay (SMP) is never repayable. Even if you resign on Day 1 of your leave, you are entitled to keep the full 39 weeks of SMP. The force can only claw back the additional "Occupational" element they paid to top you up to full pay. For a PC at the top of the scale, this could still amount to a significant sum (potentially exceeding £10,000), so the "One Month Return" rule should be viewed as a high-value commitment.

If you take Sick Leave upon your scheduled return date, this typically counts toward your one month of service, provided it is supported by a valid medical certificate. Similarly, using your accrued Annual Leave to "bridge" the return can be an effective strategy, though forces vary on whether leave alone satisfies the "Return to Work" requirement. It is vital to get any such agreement in writing from your HR department before concluding your maternity leave.

The impact of maternity leave on your Police Pension (2015 Scheme) is profound and often overlooked. Under the CARE (Career Average Revalued Earnings) model, your pension builds based on the salary you earn each year. During the Paid Period of your maternity leave (Weeks 1 to 39), your pension continues to accrue as if you were on full pay. You continue to pay contributions, but they are based on the pay you actually receive, while the force pays the balance to ensure your pensionable service remains "whole."

The challenge arises during the Unpaid Period (Weeks 40 to 52). During this time, no pension accrues because no salary is being paid. This creates a "gap" in your CARE record. However, you have an absolute legal right to Buy Back this unpaid period once you return to work. The cost is based on the contributions you would have paid during that time. In the context of a 30-to-35-year career, failing to buy back these 12 weeks might seem minor, but it can result in a permanent reduction in your annual pension income upon retirement.

The buy-back period is time-limited; usually, you must elect to do so within six months of returning to duty. We strongly recommend that all officers use their "Assumed Pensionable Pay" figures provided by the force to model the long-term impact of their leave. For many, the relatively small cost of the buy-back is one of the best financial investments they can make in their future security.

While OMP is strictly based on your Basic Pensionable Pay, the inclusion of allowances like London Weighting or South East Allowance depends on force-specific policies. In most metropolitan forces, these allowances continue to be paid during the full-pay OMP period but are ceased once an officer moves to SMP-only or unpaid leave. This can result in a "double drop" in income for officers in more expensive force areas.

As mentioned in the SMP section, Overtime is a critical factor for the AWE calculation. If you are planning a maternity leave, it is financially advantageous to maintain a steady level of overtime in the two months leading up to your Qualifying Week. However, "Acting Rank" pay is only included in OMP if you are formally in the acting role at the time the leave begins. Temporary salary enhancements for specific projects are generally excluded from the OMP calculation, leading to a return to your substantive rank's pay scale durante leave.

In 2026, Police Adoption Leave provisions almost perfectly mirror maternity rights. Officers who are the primary adopter are entitled to the same 18 weeks of full pay, provided they meet the continuous service requirements. The "Matching Week" serves as the anchor point, similar to the EWC in maternity cases.

Shared Parental Leave (SPL) allows parents to divide the 52-week period between them. For police couples, this can be complex. While the statutory elements move seamlessly, the "Occupational" enhancements (the OMP) are usually tied to the person taking the maternity leave. If you intend to use SPL, you must notify your force at least 8 weeks in advance. While SPL offers greater flexibility, many officers find that the financial enhancements of the standard maternity route (full pay for 18 weeks) provide more value than the more fragmented SPL options.

Being on maternity leave should not be a barrier to your career progression. Under the Equality Act 2010, you cannot be disadvantaged for promotion because of your pregnancy or leave. This means that if an Annual Increment is due durante your leave, it must be applied to your salary, and your maternity pay (if you are in the OMP phase) must be adjusted upward immediately.

Furthermore, you remain eligible for Promotion Boards. Forces are required to make reasonable adjustments for pregnant officers or those on leave, which may include virtual interviews or deferred boards. If you are promoted enquanto on leave, you should ideally begin receiving the pay for your new rank as soon as you would have taken up the role had you not been on leave. This is a complex area of police law, and if you feel your career is being stalled, you should contact your Federation representative immediately to discuss a potential "Maternity Equality" grievance.