Assumptions and pay data
- The occupational figures are an illustration; your employer's policy decides your pay.
- SMP needs 26 weeks with your employer by the 15th week before the baby is due and average earnings of at least £129 a week; without it you may get Maternity Allowance instead (GOV.UK).
- Maternity leave is up to 52 weeks and is a right from your first day as an employee (GOV.UK).
Enhanced Maternity & Paternity Calculator
England (primary coverage)Confirm with your employerReviewed 4/9/2026
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Guide for TfL Operational Staff
This guide summarises enhanced maternity and paternity pay that typically applies to TfL Operational Staff under Transport sector pay at Transport Bodies. Eligibility and exact terms depend on your contract and length of service.
Family leave for TfL Operational Staff
As TfL Operational Staff at Transport Bodies, enhanced maternity and paternity usually follow Transport Bodies. Typical enhanced maternity includes 12 weeks at full pay. Varies by employer. Illustrative. Check employer. 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 TfL Operational Staff
Summary based on Transport Bodies terms. Your contract may differ.
Maternity (enhanced)
12 weeks full pay. Then Statutory Maternity Pay (SMP) or Maternity Allowance where eligible, up to 52 weeks total leave.
Varies by employer. Illustrative. Check employer.
Paternity (enhanced)
2 weeks full pay (typical enhanced paternity).
Check employer.
Employer policy. Illustrative.
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.
Frequently asked questions
Where do I find my real maternity pay?
In your employer's family leave policy or staff handbook, which sets the weeks at full and half pay and any service you need.
What is the least I can get?
Statutory Maternity Pay (SMP) is 90% of your average weekly earnings for 6 weeks, then £194.32 a week, or 90% if that is lower, for 33 weeks. SMP needs 26 weeks with your employer by the 15th week before the baby is due and average earnings of at least £129 a week; without it you may get Maternity Allowance instead (GOV.UK).
What do partners get?
Whatever the employer's policy says. The minimum is the statutory one: Statutory Paternity Pay is £194.32 a week, or 90% of average earnings if lower, for up to 2 weeks, after 26 weeks with the employer; the leave itself is a right from day one (GOV.UK).
Can I work during maternity leave?
Yes, up to 10 keeping in touch (KIT) days without ending your leave or losing SMP (GOV.UK).
Do you store my information?
Your calculator inputs and results stay in your browser and are not stored. We only collect your name and email if you choose to give them, for example to download your results or sign up for email updates. We store them with MailerLite, our email provider, along with the page you were on. See our privacy policy.
About this role
What is a TfL Operational Staff?
TfL operational staff work in stations, control, maintenance or similar for Transport for London. Roles and pay vary by function and agreement.
Typical demands, progression and balance
TfL roles offer variety and public service. Pay and progression depend on role and grade. Progression to supervisor or manager 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
Illustrative estimates, not legal or HR advice. Your contract and your employer's policy decide your actual entitlement.