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Maternity, Paternity & Shared Parental Leave: a practical guide for UK schools and trusts

Family-friendly leave is no longer a “nice to have”; it is a cornerstone of staff retention at a time when nearly half of teachers considering quitting cite the struggle to balance work and parenthood.  The good news is that the statutory framework has continued to evolve, and sector-specific agreements give schools real scope to support colleagues far beyond the legal minimum.



This guide summarises the key rules and offers a checklist for school business leaders, HR teams and headteachers who employ teachers or support staff.


1. The statutory starting point

Leave type

Core entitlement

Statutory pay (2025-2026 rates)

Key notice deadlines

Maternity Leave

Up to 52 weeks (26 Ordinary, 26 Additional); 2-week compulsory period after birth

6 weeks at 90 % average earnings, then 33 weeks at £187.18 or 90 % (whichever is lower)

Pregnancy must be notified by the end of the 15th week before the expected week of childbirth (EWC) gov.uk

Paternity Leave

1 or 2 consecutive weeks within 52 weeks of birth/adoption

£187.18 or 90 % average earnings (lower figure)

At least 28 days’ notice of intended dates gov.uk

Shared Parental Leave (SPL)

Up to 50 weeks’ leave and 37 weeks’ pay shared between parents in the first year

Statutory Shared Parental Pay at £187.18 or 90 % average earnings (lower figure)

At least 8 weeks before the first block of SPL; three notifications allowed gov.uk


These entitlements apply to all employees, including agency workers who have completed 12 weeks in the same role. Schools should build simple “crib sheets” so line managers can answer routine queries confidently.


2. Sector-specific enhancements: Burgundy & Green Books


Teachers employed by maintained schools and many academies benefit from the Burgundy Book occupational maternity scheme. Qualifying teachers receive:

  • 4 weeks at full pay

  • 2 weeks at 90 % pay

  • 12 weeks at 50 % pay plus Statutory Maternity Pay (SMP)

  • 21 weeks at SMP only


Support staff usually fall under the Green Book, where many local authorities top up SMP for the first 12 weeks. Check your trust’s policy because academies can diverge. Enhanced occupational paternity pay (full pay for two weeks) and occupational SPL (often 10 weeks at full pay) are increasingly common after union bargaining.


3. Eligibility and procedural checkpoints


  1. Continuity tests – to receive statutory pay, staff must have 26 weeks’ continuous employment by the 15th week before the EWC (teachers starting in September usually qualify).

  2. Evidence – form MAT B1 or adoption matching certificate triggers payroll adjustments.

  3. Keeping-In-Touch (KIT) and SPL-In-Touch (SPLIT) days – up to 10 KIT and 20 SPLIT days may be worked without ending leave. These are invaluable for INSET, moderation or phased returns; pay should be agreed in advance (often full daily rate offset against statutory pay).

  4. Health & Safety – pregnancy risk assessments are mandatory; consider lifting, chemicals in science labs, and long playground duties.

Clear timelines on the staff intranet reduce admin errors and anxiety.


4. Shared Parental Leave in practice


Because SPL can be taken in blocks, it offers schools creative staffing options. For example, a deputy head may return for the spring term SATs window, then resume leave in summer while their partner teaches full-time. Case studies show SPL’s popularity rising fastest among fathers in teaching, particularly where trusts top up pay.


Top tips for implementation

  • Draft a single form covering eligibility checks, notice and declarations from both parents.

  • Encourage early conversations so timetables and exam classes are protected.

  • Use SPLIT days to facilitate hand-overs before each block of leave.


5. Linking leave to flexible working


The Department for Education updated its Flexible Working in Schools guidance in April 2024, urging leaders to view reduced hours, staggered starts and home-working for preparation as mainstream, not exceptional.  Conversely, inflexible policies push experienced staff out, costing schools an average £6 600 per replacement teacher. Retaining talent through robust leave and flexibility frameworks is therefore both a moral and financial imperative.


Final word


Maternity, paternity and shared parental leave are not mere compliance hurdles; they are strategic tools for attracting and retaining the skilled professionals every school needs. By combining statutory foundations with the Burgundy or Green Book enhancements, embracing flexible working and planning cover early, trusts can create a genuinely family-friendly culture.


If you are reviewing your policies—or seeking high-quality cover while valued colleagues take family leave—Aston Education can help. Our specialist consultants match expert teachers and support staff to schools and multi-academy trusts nationwide. Contact us for a confidential discussion about your staffing strategy and discover how a proactive approach to family leave can boost recruitment and retention.



Please note: This guide is for general informational purposes only and does not constitute legal advice—always verify details with official sources before acting.


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