UK Pregnancy Financial Checklist

Pregnancy is a useful pre-baby window for the financial admin that is harder to do after the baby arrives. This checklist sets out the items by trimester rather than as a single list, so each step lines up with the practical stage.

First trimester checklist

Apply for a maternity exemption certificate (MatEx) for free NHS prescriptions and NHS dental care during pregnancy and 12 months after birth. Check that life insurance and income protection are in place; new applications later may face additional questions on the pregnancy. Begin checking local childcare provision because waiting lists for popular settings can be long.

Second trimester checklist

Notify the employer of the pregnancy and intended start date of maternity leave (the deadline is by the 15th week before the expected week of childbirth, or as soon as reasonably practicable). Confirm the SMP qualifying conditions with the employer and review the workplace maternity policy. Begin budgeting for the income reduction during maternity leave.

Third trimester checklist

Obtain the MATB1 form from the midwife or GP (typically from 20 weeks). Confirm childcare arrangements and any deposit required. Update will and pension nominations to include the new child where appropriate. Plan the bank account into which Child Benefit will be paid.

Immediately after birth

Register the birth within 42 days (England and Wales). Claim Child Benefit to start the payment and preserve the National Insurance credit. Open a Junior ISA or similar long-term account if desired. Add the child to the household name on insurance policies that require named members.

Items to plan for the year ahead

Childcare start date, return-to-work date, partner's leave timing (including Shared Parental Leave options), and the financial impact of any continued reduced hours. Building a small additional emergency fund before the baby arrives smooths the early months.

First trimester checklist

Apply for a maternity exemption certificate (MatEx) for free NHS prescriptions and NHS dental care during pregnancy and 12 months after birth. The certificate is requested from the GP or midwife at the booking appointment. The certificate covers all NHS dental treatments and prescriptions for the duration of the pregnancy and 12 months after birth.

Check that life insurance and income protection are in place; new applications later may face additional questions on the pregnancy or higher premiums. The first trimester is the cheapest time to take out new cover before pregnancy-related events affect underwriting. Existing cover should be reviewed for adequacy and to confirm pregnancy and birth are not excluded.

Begin checking local childcare provision because waiting lists for popular settings can be long. Identifying preferred childcare and joining waiting lists during the early pregnancy ensures options when leave ends. Some nurseries require deposits to hold a place from the waiting list.

Discuss employer maternity policy with HR. Confirm SMP eligibility (26 weeks of continuous service by the qualifying week, average weekly earnings above the Lower Earnings Limit). Identify any enhanced maternity pay the employer offers above the statutory minimum.

Review household budget and identify the income gap during maternity leave. The gap depends on salary and any employer enhancement; for an average earner with no enhancement, the gap from full salary to statutory rate weeks 7-39 can be several hundred pounds per month. Saving toward this gap during the first and second trimesters smooths the cash flow.

Second trimester checklist

Notify the employer of the pregnancy and intended start date of maternity leave. The statutory deadline is by the end of the 15th week before the expected week of childbirth (the 'qualifying week'), or as soon as reasonably practicable if the pregnancy was discovered later. The notification should be in writing.

Confirm the SMP qualifying conditions with the employer and review the workplace maternity policy in detail. The employer should provide written confirmation of the SMP rate, the start and end dates of paid maternity, and any enhanced pay arrangements.

Begin budgeting for the income reduction during maternity leave. The income gap is most pronounced in weeks 7-39 of SMP when pay drops to the statutory rate. Calculating the monthly gap and identifying how it will be covered (savings, partner's income, family support) prevents stress.

Pension contribution review: employer contributions during paid maternity leave are typically based on the salary the employee would have received if not on leave; employee contributions are based on actual pay. Some employers maintain full pension contributions through the leave; others reduce them. Reviewing the policy and any voluntary top-up options matters.

Review childcare plans and confirm provision. Tax-Free Childcare and (where eligible) 30 Hours Free Childcare applications can be made when the child reaches the relevant age; preparing the documentation in advance simplifies the eventual claim.

Third trimester checklist

Obtain the MATB1 form from the midwife or GP (typically from 20 weeks). The MATB1 is required to claim SMP and confirms the expected week of childbirth. The employer needs the MATB1 to process the SMP claim; submit it to HR or payroll as soon as it is received.

Confirm childcare arrangements and any deposit required. Most nurseries require a deposit when offering a place, typically GBP 500 to GBP 1,500. Some nurseries charge a registration fee in addition. Confirming arrangements 3 to 6 months before the planned start date prevents disappointment.

Update will and pension nominations to include the new child where appropriate. Pension beneficiary nominations and life insurance beneficiaries are not automatically updated; each needs to be amended separately. Default nominations (often the estate) can produce delays and IHT consequences that direct nomination avoids.

Plan the bank account into which Child Benefit will be paid. Child Benefit is paid to one parent per child; choosing which account simplifies the claim. The account can be in either parent's name; the choice does not affect tax or HICBC calculations (which are based on income, not which parent claims).

Order baby essentials (cot, pram, car seat, baby clothes, feeding equipment). Second-hand markets (Facebook Marketplace, NCT sales) can reduce costs materially. Some items (car seats, mattresses) are typically bought new for safety. Hospital bag preparation typically begins around 35-36 weeks.

Immediately after birth

Register the birth within 42 days (England and Wales; 21 days in Scotland). Registration is at the local register office in the district where the baby was born. Both parents can register if married or in a civil partnership; for unmarried parents, both can register together if the father wants to be named on the birth certificate.

Claim Child Benefit to start the payment and preserve the National Insurance credit. Claim within 3 months of registering the birth to backdate the payment to the birth date; later claims are backdated only 3 months from the claim date. The claim is via GOV.UK using form CH2 or online.

Apply for Sure Start Maternity Grant if eligible. The GBP 500 grant is available for the first child if the family is on certain benefits (such as Universal Credit, Pension Credit, Income Support). The application is via form SF100 and must be made within 11 weeks before or 6 months after the birth.

Open a Junior ISA or similar long-term account if desired. The JISA can be opened in the child's name as soon as they have a NHS number (typically at birth). The annual contribution limit is GBP 9,000; small monthly contributions accumulate substantially over 18 years.

Add the child to the household name on insurance policies that require named members. Home insurance, travel insurance (when first travelling), and any group benefits at the employer should be updated. Health insurance (if held privately) typically allows new dependants to be added without medical underwriting in the first weeks of life.

Items to plan for the year ahead

Childcare start date and pattern. Working out the actual childcare schedule (how many days per week, what hours) determines the cost and the funding combinations needed. Most working parents start childcare 4 to 8 weeks before returning to work to allow settling-in time.

Return-to-work date and the transition. Many employers allow flexible return arrangements such as compressed hours, reduced hours initially, or remote working. Discussing these with HR before going on leave and confirming the return-to-work arrangements provides certainty.

Partner's leave timing including Shared Parental Leave options. Coordinating the partners' leave to maximise time at home together (early weeks) or to extend the time the baby is with a parent (sequencing leave) is a key planning decision. Both partners' employers need to be notified of the leave structure.

The financial impact of any continued reduced hours. Many parents reduce hours after parental leave; the income impact and the implications for pension contributions, future earnings, and career progression all matter.

Building a small additional emergency fund before the baby arrives smooths the early months. Even GBP 1,000 to GBP 3,000 of additional buffer can prevent stress in the early weeks of new costs and reduced income.

2026/27 statutory pay rates and worked household budget impact

Statutory pay rates for parents in 2026/27 are: Statutory Maternity Pay (SMP) at 90% of average weekly earnings for the first 6 weeks (no upper cap), then GBP 187.18 per week (or 90% of earnings if lower) for weeks 7 to 39. Statutory Paternity Pay (SPP) at GBP 187.18 per week (or 90% if lower) for up to 2 weeks. Maternity Allowance for those not eligible for SMP at GBP 187.18 per week for up to 39 weeks.

Worked example: a household with one earner on GBP 60,000 (around GBP 1,154 per week gross) taking maternity leave. Weeks 1 to 6: 90% of earnings = approximately GBP 1,038 per week (no upper cap). Weeks 7 to 39: GBP 187.18 per week. Weeks 40 to 52: unpaid maternity leave.

Income comparison: pre-leave weekly net income approximately GBP 800 (after tax/NI on GBP 1,154). SMP weeks 1 to 6: net approximately GBP 720 (close to pre-leave income). SMP weeks 7 to 39: net approximately GBP 180 (substantial drop). Weeks 40 to 52: zero.

Annual income impact: pre-leave annual net approximately GBP 41,600. Maternity year income approximately GBP 4,320 (6 weeks at GBP 720) + GBP 5,940 (33 weeks at GBP 180) + zero for unpaid weeks = GBP 10,260. Annual income reduction during the maternity year: approximately GBP 31,000.

For the household, building an additional savings buffer of GBP 15,000 to GBP 30,000 before the leave begins can smooth the cash flow; alternatively, planning a shorter leave or partner's contribution to household expenses provides the bridge.

For employer-enhanced maternity pay schemes (such as full pay for 13 weeks or 26 weeks), the income gap is reduced. Reviewing the employer's policy in detail provides the actual financial picture.

Coordinating with the employer during pregnancy

Coordinating with the employer during pregnancy involves several practical steps. The notification of pregnancy and planned maternity leave should be in writing by the end of the 15th week before the expected week of childbirth. The notification triggers the employer's processes for SMP calculation, leave planning, and any handover arrangements.

Risk assessment: the employer must conduct a risk assessment for pregnant employees; any work-related risks (such as physical demands, exposure to hazards) must be addressed, including by changing duties or providing additional support.

Antenatal appointments: pregnant employees are entitled to paid time off for antenatal appointments. The employer cannot deduct pay or require the time to be made up.

Return to work: discussing the planned return date and any flexible working requests early gives the employer time to plan. Flexible working requests after returning from leave can be made; the statutory process under the Employment Rights Act 1996 applies.

Disclaimer

This article provides general information based on rules and figures published by UK government and regulator sources as of May 2026. It is not personal financial, legal, immigration or tax advice. Rules, fees and figures change and individual circumstances vary. Readers should check primary sources or consult a qualified, regulated adviser before acting on any information here.

Frequently asked questions

When is the latest to inform the employer?

By the end of the 15th week before the expected week of childbirth, or as soon as reasonably practicable if the pregnancy was discovered later. Notification should be in writing. The employer should provide written confirmation of the SMP arrangements within 28 days of receiving the notification. Late notification can delay SMP processing but does not typically affect eligibility if other criteria are met.

Is MATB1 strictly required to claim SMP?

Yes. The employer needs the MATB1 to process Statutory Maternity Pay. The MATB1 is issued by the midwife or GP from 20 weeks of pregnancy. The form confirms the expected week of childbirth and is the standard evidence required by employers and HMRC for SMP. Without the MATB1, SMP cannot be processed.

Are NHS prescriptions free throughout pregnancy?

From the date of the MatEx certificate, prescriptions and NHS dental treatment are free for the duration of the pregnancy and 12 months after birth. The certificate is requested from the GP or midwife. Without the certificate, normal prescription charges apply. The certificate covers all NHS prescriptions regardless of related to pregnancy.

What is the Sure Start Maternity Grant?

A one-off GBP 500 payment for eligible families with the first child. Application is via GOV.UK form SF100. Eligibility requires the family to be receiving certain benefits including Universal Credit, Pension Credit, Income Support, or income-based JSA or ESA. The grant is intended to help with the costs of a new baby. Application must be made within 11 weeks before the birth or up to 6 months after.

Should the will be updated before the baby arrives?

Yes, ideally. Updating the will to name guardians and provide for the child is a sensible step during pregnancy. Without a will, intestacy rules apply; the rules give priority to spouses and children but the practical arrangements (guardian appointment, specific bequests) typically aren't covered. Wills can be updated again after birth to add the child's name and any specific provisions.

Can pregnancy-related medical conditions affect insurance?

Existing pregnancy-related conditions are typically excluded from new life insurance, critical illness, and income protection applications. Pre-pregnancy medical history is fully underwritten; pregnancy-related issues during the policy term are typically covered. Taking out cover before pregnancy or before any pregnancy-related medical events results in the broadest cover at the best rates.

What if SMP eligibility is not met?

Maternity Allowance from DWP is the alternative. MA is paid for up to 39 weeks at the standard statutory rate or 90% of earnings if lower, similar to SMP weeks 7-39 (but without the enhanced first 6 weeks). MA is available to self-employed workers, recent job changers, and others not meeting SMP criteria. Eligibility requires having worked for 26 of the 66 weeks before the expected week of childbirth.

Frequently asked questions

When is the latest to inform the employer?

By the end of the 15th week before the expected week of childbirth, or as soon as reasonably practicable if the pregnancy was discovered later. Notification should be in writing. The employer should provide written confirmation of the SMP arrangements within 28 days of receiving the notification. Late notification can delay SMP processing but does not typically affect eligibility if other criteria are met.

Is MATB1 strictly required to claim SMP?

Yes. The employer needs the MATB1 to process Statutory Maternity Pay. The MATB1 is issued by the midwife or GP from 20 weeks of pregnancy. The form confirms the expected week of childbirth and is the standard evidence required by employers and HMRC for SMP. Without the MATB1, SMP cannot be processed.

Are NHS prescriptions free throughout pregnancy?

From the date of the MatEx certificate, prescriptions and NHS dental treatment are free for the duration of the pregnancy and 12 months after birth. The certificate is requested from the GP or midwife. Without the certificate, normal prescription charges apply. The certificate covers all NHS prescriptions regardless of related to pregnancy.

What is the Sure Start Maternity Grant?

A one-off GBP 500 payment for eligible families with the first child. Application is via GOV.UK form SF100. Eligibility requires the family to be receiving certain benefits including Universal Credit, Pension Credit, Income Support, or income-based JSA or ESA. The grant is intended to help with the costs of a new baby. Application must be made within 11 weeks before the birth or up to 6 months after.

Should the will be updated before the baby arrives?

Yes, ideally. Updating the will to name guardians and provide for the child is a sensible step during pregnancy. Without a will, intestacy rules apply; the rules give priority to spouses and children but the practical arrangements (guardian appointment, specific bequests) typically aren't covered. Wills can be updated again after birth to add the child's name and any specific provisions.

Can pregnancy-related medical conditions affect insurance?

Existing pregnancy-related conditions are typically excluded from new life insurance, critical illness, and income protection applications. Pre-pregnancy medical history is fully underwritten; pregnancy-related issues during the policy term are typically covered. Taking out cover before pregnancy or before any pregnancy-related medical events results in the broadest cover at the best rates.

What if SMP eligibility is not met?

Maternity Allowance from DWP is the alternative. MA is paid for up to 39 weeks at the standard statutory rate or 90% of earnings if lower, similar to SMP weeks 7-39 (but without the enhanced first 6 weeks). MA is available to self-employed workers, recent job changers, and others not meeting SMP criteria. Eligibility requires having worked for 26 of the 66 weeks before the expected week of childbirth.