Maternity Leave Policy

November 2013 – Approved by PCC 26th September 2013


This document describes the Maternity Leave policy for the Christ Church Cambridge PCC (“Christ Church”).


Statutory Rights

During maternity leave you are entitled to Statutory Maternity Pay (SMP) and to accrue all other employment benefits.  

SMP is paid for up to 39 weeks. As at October 2013, you get:

  • 90% of your average weekly earnings (before tax) for the first 6 weeks
  • £136.78 or 90% of your average weekly earnings (whichever is lower) for the next 33 weeks

Other benefits which accrue during maternity leave includes:

  • Employee and employer pension contributions, paid at a rate determined by the mother’s basic salary (i.e. before she goes on maternity leave).
  • Annual leave and bank holidays not taken whilst on maternity leave. These days leave can be taken when you return to work.
  • Inflationary pay rises in April.

Further details of statutory maternity rights can be found here:



You must notify Christ Church at least 15 weeks before your due date of when your baby is due and when you want to start your maternity leave.

To receive SMP you must also provide proof of pregnancy within 21 days of your SMP start date (or as soon as possible if the baby is born early).  Proof of pregnancy can either be: a letter from your doctor or midwife; or a MATB1 certificate (doctors or midwives usually issue these 20 weeks before your due date).

Keeping in Touch days

If you wish to undertake up to 10 days of paid work during your maternity leave (referred to as “keeping in touch” days) you may discuss this with the Senior Minister.  Keeping in touch days are optional, both you and the Senior Minister need to agree to them.


Additional Benefits

In addition to the statutory provisions Christ Church offers the following enhanced maternity benefits:

For staff who live in provided accommodation:

  • You may continue to live in the provided accommodation during you maternity leave, and Christ Church will pay the rent as per usual.

For staff who receive a housing allowance:

  • Christ Church will top up your SMP such that you receive your housing allowance in addition to the SMP you would have received on your basic pay.

Christ Church will continue to pay employer pension contribution and will also make your employee contribution on your behalf during your maternity leave for up to 52 weeks.  


Calculation examples

For this example we assume that the mother takes an entire year off.

Her basic salary is assumed to be that of a Year 4 curate salary: £22670 per annum => £435/week.  This is reduced to £421.95/week if she makes 3% employee pension contribution via salary sacrifice.  The calculations below assume no pension contribution is made.

Maternity pay calculation example

For this example, firstly we assume that the mother is provided with housing by the church (ie she doesn’t receive a housing allowance).

SMP due on basic salary for first 6 weeks: 90% of £435 = £391

SMP due on basic salary for the next 33 weeks: £136.78 x 33 = £4514

Maximum total SMP: £6860 - this is the total amount that would be received


In contrast if she is not housed by the church, but receives an accommodation allowance:

In this example, housing allowance is assumed to be £7138 per year => £137/week.

SMP due on basic salary (excluding housing allowance) for first 6 weeks: 90% of £435 =    £391

SMP due on basic salary for the next 33 weeks: £136.78 x 33 = £4514

Christ Church will pay housing allowance for 52 weeks: £137 x 52 = £7138

Maximum total pay and housing allowance: £6860 + £7138 = £13998

Pension calculation example

Year 4 curate (basic) salary: £22670 per annum => £1889.17/month

At 10% employer pension contributions this amounts to employer contributions of £188.92/month.  

If, prior to starting maternity leave, the mother is making the minimum 3% contributions (£56.68/month) then during maternity leave, Christ Church will make pension contributions covering both the employer and employee contributions totalling £245.60/month.