When a GP goes on maternity leave or is off sick, the cost of cover can be the biggest worry. The Statement of Financial Entitlements (SFE) sets out what NHS England reimburses, and the 2026/27 rates rose from 1 April 2026.
This guide summarises the rules for GMS practices in England. It is not financial advice: check the current directions and your own contract, and talk to your commissioner before committing to a long block of cover.
The 2026/27 weekly maximums
NHS England pays the lower of the invoiced cost and the weekly maximum. Payments are not reduced pro rata to the absent GP’s working pattern.
| Reason for absence | Weekly maximum | Notes |
|---|---|---|
| Parental leave, first two weeks reimbursed | £1,526.80 | Maternity, paternity, adoption or shared parental leave. |
| Parental leave, each week after that | £2,316.37 | The leave must last more than one week. |
| Sickness leave | £2,316.37 | Nothing for the first two weeks, then up to 26 weeks at the full amount and 26 weeks at half. |
Sources: SFE (Amendment) Directions 2026: 2026/27 cover rates and the GP Reimbursement Scheme · GMS Statement of Financial Entitlements Directions 2026
Conditions for parental leave cover
The SFE allows a claim when your practice actually and necessarily engages cover for a GP performer on maternity, paternity, adoption or shared parental leave, and:
- the leave lasts more than one week;
- the GP is entitled to the leave by law, under a partnership agreement or under their employment contract, with full salary paid during the leave if they are employed;
- any GP already at the practice who provides the cover is not full time; and
- you are not already claiming another payment for cover for the same absence.
Sources: GMS Statement of Financial Entitlements Directions 2026
Conditions for sickness cover
Nothing is paid for the first two weeks of each period of sickness leave. After that, NHS England pays up to 26 weeks at the full amount it has determined and a further 26 weeks at half. If the absent GP is employed, the practice must be paying them statutory sick pay or their full contractual salary.
NHS England decides whether cover was needed. It normally would not be if the GP’s right to return has ended, or if you have already recruited someone to do their work. Cover for a single-handed GP should normally be considered necessary.
Sources: GMS Statement of Financial Entitlements Directions 2026
| Shift | Day | Status |
|---|---|---|
| Locum GP, morning | Monday | 2 applied |
| Practice nurse | Tuesday | Offered |
| Clinical pharmacist | Wednesday | Booked |
How to claim
Claim after the costs have been incurred. For parental leave cover, the SFE sets a default of within 14 days of the end of the month unless you agree another frequency with NHS England, with payment due 14 days after the claim.
Keep invoices that show the dates, hours and cost of each session. If the cover is a block of weeks, a single locum with a clear brief makes the record simpler and gives patients continuity.
Sources: GMS Statement of Financial Entitlements Directions 2026 · GOV.UK: GMS Statement of Financial Entitlements directions and amendments
Arranging the cover
Through FindALocum you can request a locum GP for a block of dates and agree the rate directly with them. The locum invoices your practice, so the clinician’s cost is clear for the claim. Our booking fee is separate. Check with NHS England whether any agency or booking fee can form part of a claim before you include it.
Common questions
Does the payment depend on the absent GP’s sessions?
No. Payments are not reduced pro rata to the absent GP’s working pattern. You receive the lower of the invoiced cost or the weekly maximum.
Can a part-time partner do the extra sessions instead of a locum?
Yes. The SFE covers using a GP performer already at the practice, provided they are not full time.
Do PMS and APMS practices get the same?
The SFE sets GMS payments. PMS and APMS practices often receive equivalent payments through their own contracts, so check with your commissioner.
Official sources
Sources checked . Requirements can differ by country, employer and role; use the current guidance relevant to the work.
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