Everything you need to know about your sick pay rights and entitlements
Statutory Sick Pay (SSP) is the minimum amount your employer must pay you when you are too ill to work. It is a legal entitlement for eligible employees in the United Kingdom, set by the government and reviewed each tax year. SSP exists to provide a financial safety net during periods of illness, ensuring that workers do not lose all of their income simply because they are unwell.
SSP is paid by your employer in the same way as your normal wages, with tax and National Insurance deducted as usual. It is not a benefit paid by the government directly, although your employer can recover some SSP costs in certain circumstances. Many employers also offer their own company sick pay schemes, which may be more generous than the statutory minimum.
To qualify for Statutory Sick Pay, you must meet several conditions set out in law. Not every worker is automatically entitled, and understanding the qualifying criteria is essential to knowing your rights.
You must be classed as an employee. This includes full-time, part-time, and fixed-term contract workers. Agency workers may also qualify, depending on their contractual arrangements. However, the self-employed are not eligible for SSP, although they may be able to claim other benefits such as Employment and Support Allowance (ESA).
You must earn at least the Lower Earnings Limit (LEL) for National Insurance contributions. For the 2025/26 tax year, this is £123 per week on average. If your average weekly earnings fall below this threshold, you will not qualify for SSP, but you may be entitled to other forms of support.
Your illness or injury must last for at least four consecutive days, including non-working days and weekends. This four-day period is known as a Period of Incapacity for Work (PIW). Single days of sickness that do not form part of a four-day block do not trigger SSP entitlement.
You must notify your employer that you are sick within the timescale they have set, or within seven days if they have not specified a deadline. Failure to notify your employer in time may mean your SSP is delayed or withheld, although your employer cannot refuse SSP simply because you were late in notifying them if you had a good reason.
SSP is not paid from the very first day you are off sick. The first three qualifying days of your sickness absence are known as "waiting days," and you will not receive SSP for these days. Qualifying days are the days on which you would normally be required to work.
For example, if you work Monday to Friday and fall ill on a Monday, your three waiting days would be Monday, Tuesday, and Wednesday. SSP would then be payable from Thursday onwards, provided your illness continues.
SSP is payable for a maximum of 28 weeks in any single period of entitlement, or across linked periods of sickness. After 28 weeks, your entitlement to SSP ends, and you may need to consider other options for financial support.
The 28-week limit applies per period of entitlement. If you recover fully and then fall ill again with a gap of more than eight weeks between the two absences, a new 28-week entitlement begins. However, if the gap is eight weeks or fewer, the periods are linked and the total SSP across both absences cannot exceed 28 weeks.
If your SSP is about to end, your employer should send you form SSP1, which explains why SSP is stopping and provides information about claiming other benefits.
For the first seven calendar days of sickness absence, you can self-certify your illness. This means you do not need a doctor's note. Your employer may ask you to complete a self-certification form (form SC2) when you return to work, or they may have their own internal form. Self-certification simply requires you to state the reason for your absence and the dates you were off.
If your illness lasts longer than seven calendar days, you will need a fit note (formerly known as a sick note) from your GP or hospital doctor. The fit note may state that you are either "not fit for work" or "may be fit for work" subject to certain conditions, such as altered hours, amended duties, or workplace adaptations.
If your doctor indicates that you may be fit for work with adjustments, your employer should consider whether those adjustments are feasible. If they cannot accommodate the suggested changes, they should treat the fit note as if it says you are not fit for work.
Many employers offer their own occupational or company sick pay schemes that are more generous than SSP. These schemes vary widely between employers and may offer full pay for a set number of weeks, followed by half pay, before reverting to SSP.
Company sick pay is entirely at the employer's discretion, and the terms should be set out in your employment contract or staff handbook. Some key points to be aware of include:
If your employer does not offer a company sick pay scheme, you are still entitled to SSP provided you meet the qualifying conditions.
If you do not qualify for SSP, or if your SSP has ended after 28 weeks, you may be eligible for Employment and Support Allowance. ESA is a government benefit designed to support people who are unable to work due to illness or disability. There are two types: contribution-based ESA (now called "new style" ESA) and income-related ESA, which has largely been replaced by Universal Credit.
If your income drops significantly because of sickness, you may be able to claim Universal Credit to supplement your SSP. Universal Credit takes your SSP into account as income, so the amount you receive will depend on your overall circumstances, including any savings and your partner's income.
If your illness or disability affects your daily living or mobility, you may also be eligible for Personal Independence Payment. PIP is not means-tested and can be claimed alongside SSP.
Being off sick for an extended period can feel stressful, particularly if you are worried about your job. It is important to understand that UK employment law provides significant protections for employees who are absent due to illness.
Your employer cannot dismiss you simply because you are off sick. Any dismissal must follow a fair process, including exploring alternatives such as reasonable adjustments, phased returns, or redeployment. If you have been employed for two or more years, you have the right not to be unfairly dismissed.
If your illness amounts to a disability under the Equality Act 2010 (a physical or mental impairment that has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities), your employer has a legal duty to make reasonable adjustments. Failing to do so could constitute disability discrimination.
During long-term sickness absence, your employer should maintain reasonable contact with you. This might include periodic welfare calls or letters. The purpose is to support your wellbeing and plan for your eventual return, not to pressure you into coming back before you are ready.
Your employer may refer you to occupational health for an assessment. This is typically to understand the nature of your condition, the likely duration of your absence, and what adjustments might help you return to work. You are generally expected to cooperate with occupational health referrals, although you can raise concerns if you have them.
Returning to work after a period of sickness absence can be daunting, especially if you have been off for a long time. A well-managed return benefits both you and your employer.
A phased return involves gradually increasing your working hours or responsibilities over a period of weeks. This is particularly common after long-term absences and can be recommended by your GP or occupational health. Your employer should discuss this option with you and agree a realistic plan.
Many employers conduct return-to-work interviews after any period of sickness absence. These are usually informal conversations designed to welcome you back, check that you are well enough to resume duties, and identify any support you might need.
Depending on your condition, you may benefit from adjustments such as altered working hours, changes to your workspace, or temporary reductions in workload. If your condition qualifies as a disability, your employer is legally required to consider reasonable adjustments under the Equality Act 2010.
If you believe you are entitled to SSP but your employer has refused to pay it, there are steps you can take to challenge this decision.