Statutory Maternity and Paternity Pay

Andrew Cooper Excerpts

Monday 27th October 2025 Westminster Hall

[Jacob Collier]

Yes, absolutely. My hon. Friend is a real champion of his constituents, and I too welcome the Government’s commitment.

Shared parental leave was designed to bring flexibility, but in practice very few families can afford to take it at the current levels. The House of Commons Library notes that only 5% of eligible fathers take it up, with most saying that they cannot afford it. The United Kingdom offers one of the longest periods of maternity leave in the developed world, yet one of the lowest payment rates. The outcome is predictable: mothers often return to work earlier than they would like, fathers and partners take little to no time off and the unequal division of care that begins at birth shapes the patterns of earnings and progression for the years afterwards.

Recent research by the University of Bath and its partners, Working Families and the Fatherhood Institute, tested the impact of a more generous and flexible leave offer for fathers and modelled what would happen if paternity leave were extended from two to six weeks, to be taken flexibly within the first year and paid at a meaningful rate. The findings were striking. Better pay produced much higher take-up by fathers, improved wellbeing for both parents, maintained a closer connection of women to the workforce and lowered staff turnover for employers. When only jobs and earnings were considered, the policy still brought a net gain to the economy; when wellbeing and family outcomes were added, those benefits rose sharply. In every scenario, families and employers were better off when parental leave was properly paid.

Those are not just numbers. They mean families spending real time together, children getting a better start and businesses keeping valued staff. The evidence is clear: when leave is paid at a level parents can afford, everyone benefits.

[Andrew Cooper (Mid Cheshire) (Lab)]

I have been contacted by a number of constituents concerned about the requirement to have worked continuously with the same employer to qualify for statutory maternity pay. Women who change jobs shortly before pregnancy are excluded from statutory maternity pay. They miss out on the six weeks at 90% of average weekly earnings and instead receive a lower maternity allowance. That creates a financial strain, forcing people to return to work early and harming the wellbeing of mothers and children. Does my hon. Friend agree that that issue must be addressed and that we need to provide fair support for all working mothers?

[Jacob Collier]

I agree. The day one rights that the Government will introduce will be helpful in the context that my hon. Friend sets out. Ministers have rightly said that they want to remove the barriers that discourage people from having the children that they would like to, and parental leave and pay are at the centre of that effort. If families feel that taking leave means that they cannot get by, they will delay decisions. We know that the support needs to be in place so that they can make those choices freely. Changing the system is therefore about supporting families and maternal health and sustaining a strong economy that is built on fairness and security.

--- Later in debate ---

[Andrew Western]

That is indeed one of a number of important pieces of work that we are feeding into the review. My hon. Friend tempts me to promise that we will go further immediately, but I am not able to do so today for the reason that I have set out: we want to get the review right and to take the time to bring forward changes and recommendations, and the pathway to change, in a measured way.

[Andrew Cooper]

Will my hon. Friend give way?

[Andrew Western]

I will, after which I hope that Members will accept that I need to make some progress.

[Andrew Cooper]

I am sure everybody recognises how important it is to do this once and do it right. Is the Minister able to commit to legislating in this Parliament?

[Andrew Western]

We will need to see what comes out of the review, but we are committed to setting out a roadmap to change as a result of the review. I understand my hon. Friend’s point and note his desire, and that of other Members, for action to be taken as swiftly as possible.

I appreciate that parental leave and pay are vital to new mums and dads, giving them the space to spend time together as a new family. The first months and moments are critical in ensuring that a child is happy, healthy and well adjusted. It is something that runs deeper than pound signs and percentage points. Bringing a child into the world or into our home is a major event in anyone’s life. It is one that parents should enjoy free from the stresses of the workplace. However, we know that the current system is not working for everyone.

It is almost 40 years since statutory maternity pay was introduced for working women in 1987. It is half a century since maternity leave was introduced in 1975, and almost 75 years since the start of maternity allowance in 1948. In the years since, the world of work and the world at large have changed beyond recognition. Gone are the age-old stereotypes about men belonging in the workplace and women in the home. The lines between home and work have never been more blurred. As times have changed, there have been tweaks and updates: paternity leave and adoption leave in 2003; shared parental leave and pay in 2014; and neonatal care leave just this year. But, like a road network that evolves over time, the process is no longer as simple to navigate. We need something that is purpose-built for people’s journeys today.

In July, in partnership with the Department for Business and Trade, we launched the parental leave and pay review. It is time to go back to first principles, to work out exactly what the system needs to deliver and for whom—mums, dads and others—and to consider all the options before mapping out a new way forward. That starts with our remembering why maternity pay was introduced in the first place. It was primarily about the health and safety of women and their babies during pregnancy and in the months following childbirth. That is why, as the review progresses, the first objective that we have in mind for the parental leave and pay system, although not the only one, is ensuring that it supports maternal health by making sure women have enough money and time off work to stay healthy—physically and mentally—during the latter stages of their pregnancy and while recovering from birth.

Secondly, the approach needs to promote economic growth. When we give more new parents the freedom to stay and progress in work, it is not just mums, dads and kids who benefit; employers, too, benefit from keeping parents’ skills and experience. At present, just over half of new mothers go back to their old job following the birth of their child. We want to build a system in which every mother feels supported if they make that choice. New figures show that five years after a first birth, the average mother’s earnings will have dropped by more than £1,000 a month. Mothers deserve better.

Our third objective is to help children to get the best start in life by giving new parents the resources and space to give the care and attention their new arrivals need. Fourthly, we need to support parents’ childcare choices so that parents can balance care and work in a way that works for them, enabling co-parenting and reflecting the realities of modern work. Ultimately, we want a system that is fairer and easier to use, and that works better for parents and employers.