Expected or actual birth date
Used to check SMP eligibility
Must be at least £125/wk for SMP
TimeTally SoftwareEmployees request leave via the app. Holiday accrual tracks itself during maternity. You approve in one tap — no spreadsheets, no manual calculations.
This calculator gives you the numbers. TimeTally tracks leave, accrual, and approvals automatically — so you never need to calculate it manually again. From £2/employee/month.
Every approved leave request — maternity, annual leave, sick leave — sits on one calendar. Spot cover gaps and plan workloads before they become a problem.
Staff submit leave requests via the iOS app. Entitlement balances update automatically. No emails, no forms, no back-and-forth.
All leave requests land in your dashboard. Approve or query with a single tap. Every decision is timestamped — no more disputes about who approved what.
Approved leave is included in your payroll export automatically. Direct integration with Xero and QuickBooks — no manual adjustments, no missed deductions.
TimeTally automatically calculates, tracks, and manages leave for your entire team. Explore all features or see how it works.
Automatic calculations
Holiday entitlement calculated automatically based on each employee's working pattern, with statutory minimums built in.
One-tap approvals
Managers approve or reject requests from any device, with a team calendar showing who's off and when
Statutory calculations included
Statutory calculations, bank holiday management, and pro-rata entitlement handled for you.
Real reviews from TimeTally customers
“Setup was dead simple and the team just got on with it. Got everyone up and running in an afternoon with no help needed. Does everything we need for timesheets and holidays without the faff.”
S.M.
“Has completely changed how I handle timesheets. Used to dread it every week — now it takes me minutes. Really easy to get around and my staff picked it up straight away.”
J.T.
“Started using it just for rotas but quickly realised it does loads more. The timesheets and leave management are great, and it even handles TOIL and overtime which I wasn't expecting. Use it for everything now.”
R.K.
Common questions about maternity leave and Statutory Maternity Pay in the UK.
UK maternity leave law is more detailed than most managers realise. Here's what the rules actually say.
Maternity leave is split into two parts: Ordinary Maternity Leave (OML) covers the first 26 weeks, and Additional Maternity Leave (AML) covers the following 26 weeks. All employees are entitled to the full 52 weeks from day one of employment.
SMP is paid for 39 weeks. The first 6 weeks are paid at 90% of average weekly earnings. The remaining 33 weeks are paid at the flat statutory rate (£184.03/week in 2024/25) or 90% of average weekly earnings, whichever is lower.
To qualify, an employee must have at least 26 weeks' continuous employment by the qualifying week, and earnings above the Lower Earnings Limit. SMP is paid by the employer and reclaimed from HMRC — most employers recover 92% or 103% (small employer relief).
Employees on maternity leave can work up to 10 KIT days without ending their maternity leave or losing SMP for those days. KIT days must be agreed by both parties — the employer cannot require them. Pay for KIT days is agreed separately.
Many employers pay full or partial salary for some or all of maternity leave, above the statutory minimum. Enhanced schemes often include a return-to-work obligation — requiring repayment of enhanced pay if the employee does not return for a minimum period.
All annual leave — including any contractual leave above the 28-day statutory minimum — continues to accrue throughout the full 52 weeks of maternity leave. Employers must plan for accrued leave to be taken on return or added to the maternity period.
Returning within the first 26 weeks (OML) carries the right to return to exactly the same job. Returning after 26 weeks (into AML) carries the right to return to the same job or, if not reasonably practicable, a suitable alternative on no less favourable terms.
Employees on maternity leave have enhanced redundancy protection. If their role is at risk, they must be offered any suitable alternative vacancy before other at-risk employees. Failure to do so is automatically unfair dismissal under the Maternity and Parental Leave Regulations.
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Calculate annual leave for any working pattern
Calculate SSP entitlement for employees
Calculate UK leave entitlement
Track all leave types in one place
Manage team holiday requests and approvals
Work out holiday pay including overtime