The Government provides a range of state-funded support for new parents depending on individual circumstances. Maternity Allowance is a benefit for women who are working, or have worked recently, but who do not qualify for Statutory Maternity Pay.

To ensure that it caters for different types of working arrangements the qualifying conditions for Maternity Allowance are flexible. Maternity Allowance claimants must have worked for at least 26 weeks in the 66 weeks prior to the expected week of childbirth but that work does not have to be for the same employer, continuous, or undertaken on the same basis. Agency workers and women on zero-hours contracts are also eligible. To calculate the rate of Maternity Allowance women’s earnings are averaged over 13 weeks within their 66-week test period. The 13 weeks do not need to be consecutive, and women can select their highest-earning weeks to increase the rate of Maternity Allowance they will receive.

The Government has also committed to review the parental leave and pay system.

The Government has committed to review the parental leave and pay system.

No assessment is planned.

Universal Credit treats Maternity Allowance in the same way as legacy means-tested benefits, such as Income Support or Income Based Jobseeker’s Allowance, in that it is taken fully into account. Whilst we keep all policies under review, we have no plans to review how Maternity Allowance is taken into account in UC.

Maternity pay is primarily designed as a health and safety provision for pregnant working women. We want new mothers to be able to take time away from work in the later stages of their pregnancy and following childbirth, if they wish, for their own health and wellbeing.

No assessment is planned.

Universal Credit treats Maternity Allowance in the same way as legacy means-tested benefits, such as Income Support or Income Based Jobseeker’s Allowance, in that it is taken fully into account. Whilst we keep all policies under review, we have no plans to review how Maternity Allowance is taken into account in UC.

Maternity pay is primarily designed as a health and safety provision for pregnant working women. We want new mothers to be able to take time away from work in the later stages of their pregnancy and following childbirth, if they wish, for their own health and wellbeing.

The Secretary of State is required by law to undertake an annual review of benefits and the State Pension, including statutory pay. This is based on a review of trends in prices and earnings growth in the preceding year.

From April 2025 the standard rate of Statutory Maternity Pay and Maternity Allowance increased by September 2024’s CPI figure of 1.7% from £184.03 to £187.18 per week.

I understand the point that my hon. Friend makes. The treatment of maternity allowance in universal credit was subject to a judicial review, which upheld the policy of treating it as unearned income when calculating universal credit and of treating SMP paid by employers as earnings, in common with other statutory payments made by employers. My hon. Friend may be interested to know that, depending on individual circumstances, additional financial support—for example, child benefit and the Sure Start maternity grant—may be available to parents.

Many new mothers in Plymouth are claiming maternity allowance, not because they are unemployed, but because they do not qualify for statutory maternity pay; they may be self-employed, have recently changed jobs or have had a pregnancy-related sickness. Many of them have contacted me with concerns that maternity allowance is treated as unearned income and is therefore subject to universal credit deductions, unlike statutory maternity pay. What steps is the Department taking to ensure financial security for women in Plymouth who are claiming maternity allowance?

In the Department for Business and Trade’s ‘Plan to Make Work Pay’ report, the government committed to a review of the parental leave system to ensure that it best supports working families. This will include consideration of support to self-employed people, including self-employed adopters.

Defence continues to recognise the important role that the families of UK Armed Forces personnel play in supporting their Serving person; life in the Armed Forces can be highly rewarding, but it can also make high demands of our service people. These demands can place a strain on the service family as they juggle the requirements of the service, the wants of the service person and the needs of the service family; but the support of a strong family unit can be the counterweight that every service person needs if they are to achieve a balance.

This is why we are developing increasingly family friendly policies to ensure that the Armed Forces in an environment that is an attractive proposition to existing as well as new and diverse families.

In 2025, Defence launched the Families Hub to help families navigate Service life. More information can be found at the following link: https://discovermybenefits.mod.gov.uk/families/

For Servicewomen, the Armed Forces’ policy and process for maternity leave and pay, known as the Armed Forces’ Occupational Maternity Scheme (AFOMS), is set out in JSP 760, Tri-Service Regulations for Leave and Other Types of Absence. Chapter 24 of JSP 760 sets out entitlement to pay, options on length of leave, and the actions required by pregnant Servicewomen and their commanding officers following confirmation of pregnancy. JSP 760, along with all related electronic application forms, is reviewed and updated frequently, with the latest version always internally accessible to all Service personnel on DefNet, the Ministry of Defence intranet, or from Unit HR staff.

The Armed Forces' policy and process for maternity leave and pay, known as the Armed Forces' Occupational Maternity Scheme (AFOMS), is set out in JSP 760, Tri-Service Regulations for Leave and Other Types of Absence.

Chapter 24 of JSP 760 sets out entitlement to pay, options on length of leave, and the actions required by pregnant Service women and their commanding officers following confirmation of pregnancy.

JSP 760, along with all related electronic application forms, is reviewed and updated frequently, with the latest version always internally accessible to all Service personnel on DefNet, the Ministry of Defence intranet. The latest review was published on DefNet in February 2025 under JSP 760, version 39.5. All updates and revisions are documented in the JSP's version history and record of amendments included with each publication.

We want new mothers to be able to take time away from work in the later stages of their pregnancy and in the months following childbirth, in the interests of their own and their baby’s health and wellbeing.

Maternity Allowance is a benefit paid by the State, for those who cannot get Statutory Maternity Pay, and is classed as unearned income for Universal Credit purposes. As such, in determining the entitlement to Universal Credit, Maternity Allowance is deducted pound for pound from the total value of the award.

Where an individual claims Universal Credit, their award is adjusted to take account of other financial support that the customer is already receiving – including earnings, other income and benefits. This principle applies to other benefits: for example, the same approach is applied to new style Jobseeker’s Allowance and new style Employment and Support Allowance.

Government spends approximately £3 billion a year on parental payments.

The Secretary of State for Work and Pensions is required by law to undertake an annual review of benefits and State Pensions, including Statutory Maternity Pay and Maternity Allowance. This is based on a review of trends in prices and earnings growth in the preceding year.

From April 2025, the rate for Statutory Maternity Pay and Maternity Allowance increased by September 2024's CPI figure of 1.7%, from £184.03 to £187.18 per week.

Parental pay is only one element of the support available for parents. Depending on individual circumstances, additional financial support, for example, Universal Credit, Child Benefit and the Sure Start Maternity Grant (a lump sum payment of £500) may also be available.

Maternity pay is primarily a health and safety provisions for pregnant working women. It is not, and has never been, intended to replace a woman's earnings completely, nor is it intended to help with the cost of having a baby. Rather it provides a measure of financial security to help pregnant working women take time off work in the later stages of their pregnancy and in the months following childbirth.

Parental pay is only one element of the support available for parents. Depending on individual circumstances, additional financial support, for example, Universal Credit, Child Benefit and the Sure Start Maternity Grant (a lump sum payment of £500) may also be available.

Delivering our manifesto commitment to tackle child poverty is an urgent priority for this Government, and the Ministerial Taskforce is working to publish a Child Poverty Strategy which will deliver lasting change. The causes of child poverty are deep-rooted and complex, and the Taskforce is exploring all available levers to drive forward short and long-term actions across government to reduce child poverty.

Statistics on child poverty are published annually in the Households Below Average Income (HBAI) statistics publication, available here: Households below average income (HBAI) statistics - GOV.UK. The data is only available at regional level.

Constituency level data is published in the Children in low income families: local area statistics publication, but due the methodological differences, these poverty statistics are not comparable to those from the HBAI publication and are only available on a before housing costs basis (BHC).

The Secretary of State for Work and Pensions is required by law to undertake an annual review of benefits and State Pensions, including Statutory Maternity Pay and Maternity Allowance. She announced her decision from the latest review of benefits in a Written Ministerial Statement to Parliament on 30 October. From April 2025, the rate will increase by September 2024's CPI figure of 1.7%, from £184.03 to £187.18 per week.

Government spends approximately £3 billion a year on parental payments. Any changes to the system would need to consider the needs of parents, the availability of resources and the impact on employers, and be made in consultation with businesses and stakeholders. Parental pay is only one element of the support available for parents. Depending on individual circumstances, additional financial support, for example, Universal Credit, Child Benefit and the Sure Start Maternity Grant (a lump sum payment of £500) may also be available.

DWP does not hold data on the number of claimants that were not UK citizens when claiming Maternity Allowance. This is because the qualifying conditions for Maternity Allowance are based on a woman's recent employment and earnings, not on their nationality.

For the year 2023/24 the caseload for Maternity Allowance was 48,000. For more information on caseloads, please see Benefit expenditure and caseload tables 2024 - GOV.UK (www.gov.uk).

We want new mothers to be able to take time away from work in the later stages of their pregnancy and in the months following childbirth in the interests of their own and their baby's health and wellbeing.

Maternity Allowance is intended for those who cannot get Statutory Maternity Pay and is designed to have a range of in-built flexibilities making it accessible to as many women as possible. Work is underway to make Maternity Allowance even more accessible so that women will, in future, be able to make their claims online. Further information on when this will be available will be provided in due course.

There are two qualifying conditions for Maternity Allowance: a woman must have worked for at least 26 weeks in the 66 weeks prior to the expected week of childbirth and she must have average weekly earnings at least equal to the Lower Earnings Limit for National Insurance purposes (£123.00 a week, 2023/24).

The work does not have to be for the same employer nor continuous, nor undertaken on the same basis. A claim can be made where there is a mixture of employment and self-employment and work for part weeks also counts as a full week’s work when calculating entitlement. A women can choose any 13 weeks within the 66-week period to calculate her earnings. To ensure that women gets the best rate, we have introduced a real time information calculator tool in collaboration with HMRC. Full details of eligibility and how to apply for maternity pay are available on Gov.uk.

Statutory Maternity Pay is paid by employers and reimbursed by HMRC and is treated as earnings in Universal Credit (UC). As with other earnings, SMP is subject to the work allowance and tapering rules that are built into UC. Maternity Allowance is a contribution-based benefit paid by the State and is classed as unearned income in the same way as other benefits.

The High Court judgment in 2020 upheld the policy of treating Statutory Maternity Pay paid by employers as earnings as well as the treatment of Maternity Allowance. A subsequent joint NI court judgement on 25^th April 2022 also upheld the treatment of MA as unearned income in UC.