Medical Secretary Enhanced Maternity & Paternity Calculator
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What enhanced maternity or paternity pay does your employer offer? This calculator shows typical entitlement for a Medical Secretary in your sector: full pay, half pay and how it works with statutory pay. Check your contract for exact terms.
Assumptions and pay data
Pay data: NHS Agenda for Change. AfC pay points per NHS Employers 2026/27 (from 1 April 2026). Allowances: HCAS minima for inner/outer/fringe (England, Apr 2026); actual HCAS is % of basic between min and max. Consultant/GP figures are for comparison only. Registrars may be on the junior doctor contract.
- Enhanced maternity and paternity pay are on top of statutory entitlements (SMP, SPP) where applicable. We show typical sector entitlement; your employer may offer more or different terms.
- Eligibility often requires a minimum period of service (e.g. 12 months at the 11th week before birth). Check your contract.
- Return-to-work and KIT day rules vary. Always confirm with your employer.
Guide for Medical Secretary
This guide summarises enhanced maternity and paternity pay that typically applies to Medical Secretary under NHS Agenda for Change at NHS. Eligibility and exact terms depend on your contract and length of service.
Family leave for Medical Secretary
As Medical Secretary at NHS, enhanced maternity and paternity usually follow NHS Agenda for Change. Typical enhanced maternity includes 8 weeks at full pay, 18 weeks at half pay. 8 weeks full pay (less SMP/MA), 18 weeks half pay (plus SMP/MA, total not exceeding full pay). Then SMP/MA for 13 weeks, then unpaid to 52 weeks. 12 months' service at 11th week before EWC. Enhanced paternity is often 2 weeks' full pay, subject to eligibility and notice rules. Statutory Maternity Pay (SMP) and Statutory Paternity Pay (SPP) are legal minimums; occupational schemes may top up or run alongside them.
Eligibility and service
Enhanced schemes often require continuous service (commonly 12 months at the qualifying week). Return-to-work conditions and Keeping in Touch (KIT) days vary. Always read your contract and HR policy.
Shared parental leave
Shared parental leave and pay have separate rules. This page focuses on maternity and paternity; ask your employer about SPL if you plan to share leave.
Typical entitlement for Medical Secretary
Summary based on NHS Agenda for Change terms. Your contract may differ.
Maternity (enhanced)
8 weeks full pay, then 18 weeks half pay. Then Statutory Maternity Pay (SMP) or Maternity Allowance where eligible, up to 52 weeks total leave.
8 weeks full pay (less SMP/MA), 18 weeks half pay (plus SMP/MA, total not exceeding full pay). Then SMP/MA for 13 weeks, then unpaid to 52 weeks. 12 months' service at 11th week before EWC.
Paternity (enhanced)
2 weeks full pay (typical enhanced paternity).
2 weeks' full pay (often in addition to or topping up statutory paternity). Check employer policy.
NHS Terms and Conditions. Occupational pay is based on average earnings. KIT days: up to 10 without affecting pay. Return for 3 months or repay OMP if spread.
Statutory minimums are set in law (SMP, SPP). Enhanced pay is what your employer offers on top of or instead of part of the statutory amount, depending on scheme rules.
Enhanced Maternity & Paternity Calculator
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Frequently asked questions
What does this calculator do?
It shows typical enhanced maternity and paternity pay for your sector: how many weeks at full pay and (where applicable) half pay, on top of or alongside Statutory Maternity Pay (SMP) or Statutory Paternity Pay (SPP). Eligibility and exact terms depend on your employer and contract.
Is this on top of statutory pay?
Enhanced pay is what your employer offers above the statutory minimum. Often full pay is "less SMP" (so you get the better of the two); half pay may be "plus SMP" up to full pay. We summarise typical sector entitlement; your contract may differ.
What about shared parental leave?
Shared parental leave and pay have their own rules. This calculator focuses on maternity and paternity. Check your employer for SPL/SPP entitlement.
Do I need a minimum service?
Many schemes require e.g. 12 months' service at the 11th week before the expected week of childbirth. We show the pay structure; eligibility is for your employer to confirm.
What are KIT days?
Keeping in Touch (KIT) days let you work up to 10 days during maternity leave without losing pay or bringing leave to an end. Not all employers offer paid KIT days; check your policy.
As a Medical Secretary, where do these figures come from?
We use typical sector terms (e.g. NHS AfC, Civil Service, NJC). Your employer may offer more or different terms. Use this as a guide and confirm with your contract or HR.
What if I return early or don't return?
Some employers require you to return for a minimum period (e.g. 3 months) or repay enhanced pay. We don't model that; check your contract for return and clawback rules.
Is paternity pay the same as statutory?
No. We show enhanced paternity pay your employer may offer (e.g. 2 weeks full pay), often in addition to or topping up Statutory Paternity Pay. Eligibility and length vary by employer.
Are these figures official?
No. They are based on typical sector terms. Your employer's policy may differ. Always check your contract and HR for definitive entitlement.
Do you store my information?
No. All inputs and results stay in your browser. We do not collect personal data.
About this role
What is a Medical Secretary?
A Medical Secretary supports consultants and clinical teams with correspondence, referrals, typing and admin. They work in hospitals and clinics. Pay is typically on AFC Band 3–4.
Typical demands, progression and balance
Medical secretarial work offers variety and a role in patient pathways. Pay and progression depend on trust and grade. Progression to senior secretary or coordinator is common.
What enhanced maternity or paternity pay do I get?
Many public sector employers offer enhanced pay on top of statutory maternity or paternity pay. Use the calculator above to see typical entitlement for your sector. Check your employer and contract for exact terms.
Disclaimer
This calculator provides illustrative estimates only and is not financial or career advice. Pay rules and allowances can change. Always check your employer or official sources for definitive figures.