Last reviewed: May 2026
Key facts:- Employees can self-certify the first seven days of any sickness absence without a fit note from a GP.
- HMRC publishes form SC2 as the standard self-certification form, but employers can use their own internal form provided the same information is captured.
- From day eight, a Statement of Fitness for Work (fit note) from a registered healthcare professional is required.
UK Employment Rights Hub › Self Certification Form Sick
Most short sickness absences in the UK do not need a GP appointment. For the first seven days of any sickness absence, employees self-certify by completing a short form with their employer. From day eight onwards, a fit note is required. This guide explains how self-certification works, what to include on the form, the legal status of self-certification, and how it interacts with Statutory Sick Pay and contractual sick pay schemes.
What Self-Certification Is
Self-certification is a written declaration by the employee that they were unfit for work because of sickness during a specified period. It is the standard way of evidencing the first seven days of any sickness absence in the UK. It does not require any medical professional to sign it.
The seven days are calendar days, not working days. So a worker who is sick from Monday to Sunday inclusive can self-certify the whole week without going to the GP. If sickness continues into a second week, a fit note is needed from day eight.
Self-certification covers Statutory Sick Pay, contractual sick pay, and unpaid leave. The employer can rely on the self-certification declaration to record the absence and process pay. Employers cannot demand a fit note for absences of seven days or fewer.
Form SC2 - the Standard Self-Certification Form
HMRC publishes form SC2 as the standard self-certification form. It is available to download from gov.uk in PDF and Word formats. The form asks for the employee name, National Insurance number, dates of absence, nature of the illness and a signed declaration.
Employers can use their own internal version of the form provided it captures the same information. Many large employers have an HR portal where employees record sickness absence online; this serves the same purpose as SC2.
Workers without internet access can request a paper SC2 from their employer or download a copy at a public library. The completed form should be returned to the employer as soon as possible after the return to work.
What to Include on the Form
The form should state the dates of absence, including the first day off and the last day before returning to work. If the worker is still off when completing the form, the date should be the date the form was completed.
The illness should be described in general terms. There is no requirement to give specific medical details. Common entries include cold or flu symptoms, stomach upset, headache, back pain or stress. The form is confidential to the employer HR team and should not be shared more widely.
The employee signs the form to declare that the information is correct. Knowingly making a false declaration could be treated as gross misconduct and may also be a criminal offence under the Theft Act 1968 if it leads to wages being paid that would otherwise not have been.
From Day Eight - the Fit Note
When sickness continues beyond seven days, the employer can require a fit note. The fit note (formally a Statement of Fitness for Work) is issued by a GP, hospital doctor, registered nurse, occupational therapist, pharmacist or physiotherapist who has assessed the worker.
Fit notes can be issued for up to three months at a time. They can indicate either that the worker is not fit for work, or that the worker may be fit for work with adjustments. The employer should consider any suggested adjustments and discuss them with the worker.
Where the GP fit note is delayed, the employee should tell the employer and follow up promptly. The employer can withhold pay temporarily until the fit note arrives but should pay the SSP retrospectively once the fit note is received.
Self-Certification and Employer Trust
Most employers operate sickness absence procedures that include a return-to-work conversation when the employee returns. The conversation is an opportunity to confirm the self-certification details, discuss any patterns and consider whether occupational health support is needed.
Where an employer suspects abuse of self-certification, the right approach is to address it through the normal sickness absence management procedure and ultimately the disciplinary procedure. Refusing to pay SSP or threatening dismissal because of suspicions, without due process, can lead to Employment Tribunal claims for unlawful deduction or unfair dismissal.
Workers with frequent short absences may be referred to occupational health for an independent assessment. The OH report is not binding on the employer but is usually given significant weight in capability or disciplinary decisions.
Self-Certification in Different Working Patterns
Shift workers. The seven-day self-certification window is calendar days, not working days. A shift worker who is sick for seven calendar days but only scheduled to work three of them still self-certifies the whole seven days. From day eight a fit note is needed.
Workers on annual leave. Annual leave taken during a sickness period can be reclaimed under most employer policies. The worker self-certifies the sick days, and the holiday days are added back to the leave entitlement. Specific employer rules apply.
Frequent short absences. Workers with frequent short absences may face additional scrutiny. The employer may invite the worker to a wellbeing meeting, refer to occupational health, or include the absences in a capability procedure. Self-certification continues to be valid evidence for SSP regardless of the disciplinary process.
Pregnant workers. Pregnancy-related sickness uses the same self-certification process as any other sickness for the first seven days. From day eight, a fit note specifying pregnancy-related sickness is needed. Pregnancy-related sickness is protected from disciplinary action under the Equality Act 2010.
Where to Get Free Independent Help
Acas (the Advisory, Conciliation and Arbitration Service) is the statutory body that provides free guidance to workers and employers on workplace issues including self certification form sick leave. The Acas helpline is the first port of call for many employment law questions. Acas also runs early conciliation before Employment Tribunal claims.
Citizens Advice and law centres provide free initial advice on self certification form sick leave. Some law centres have specialist employment law advisers and can represent claimants at Employment Tribunal hearings free of charge. The Law Centres Network website at lawcentres.org.uk lists centres by location.
Trade unions provide free legal advice and representation to members on self certification form sick leave. Even where the worker is not currently a union member, joining a union before issues arise gives access to professional advice if problems develop later. The TUC website at tuc.org.uk identifies relevant unions.
The Employment Tribunal handles workplace disputes that cannot be resolved through Acas. The tribunal is a no-cost jurisdiction (no fees to issue claims at the time of writing) and is designed to be accessible to litigants in person. The gov.uk employment tribunal pages explain the process.
For specific protected groups, dedicated organisations provide tailored support. The Equality Advisory Support Service helps with discrimination claims under the Equality Act 2010. Maternity Action specialises in pregnancy and maternity rights at work. Working Families is a charity supporting families with workplace flexibility issues.
Where the issue involves workplace health and safety, the Health and Safety Executive (HSE) is the enforcement body. HSE accepts reports from workers concerned about unsafe practices and can investigate. Reports are confidential to the extent practicable. The HSE website at hse.gov.uk explains how to raise a concern.
Putting It All Together
The rules above set out the legal framework, the practical steps and the support routes available. Where the situation is straightforward, the gov.uk pages and the official tools should be enough to act on. Where the situation is more complex, the free advice services listed in the previous section can usually clarify the position and identify the right next step. Many issues that look intractable at first turn out to be resolvable once the right service is engaged.
Keeping written records of communications and decisions throughout is good practice. Where a decision needs to be challenged later - through an internal complaint, an ombudsman, a tribunal or a court - the quality of the contemporaneous record often decides the outcome. Dates, names, reference numbers and copies of correspondence are the building blocks of any later dispute. The gov.uk advice pages and the relevant ombudsman or tribunal websites all set out the evidence they consider when reviewing decisions, and gathering that evidence from the start is one of the most effective protections available.
Frequently Asked Questions
Can my employer ask for a fit note for fewer than seven days?
No. Employers cannot require a fit note for absences of seven days or fewer. They can ask for self-certification on a form like SC2 or the employer own internal form.
Do I have to say what was wrong with me?
A general description is enough. Specific medical details are not required. The employer should treat the information as confidential and use it only for sickness absence management.
What if I do not return form SC2?
The employer can withhold SSP for the period until the form is received. The form should normally be returned within a week of returning to work, but employers should not refuse SSP for a small delay.
What if my illness is mental health?
Mental health conditions are treated the same as physical illness for self-certification. Common phrasing includes stress, low mood or anxiety. No more detail is needed for the first seven days.
Can I be sacked for being sick?
Not for short or occasional absences. Long-term or repeated absences may trigger capability procedures. The Equality Act 2010 protects workers with disability or long-term health conditions from dismissal without reasonable adjustment.
Does self-certification affect SSP?
No. Self-certification is the standard evidence for SSP during the first seven days. The employer must pay SSP based on a valid self-certification, provided all other qualifying conditions are met.
Do I need a fit note for mental health sickness?
Self-certification covers the first seven days for any sickness, including mental health. From day eight a fit note from a GP, mental health professional, or other approved healthcare practitioner is needed.
Can my employer reject my self-certification?
Generally no, provided it is complete and submitted in time. The employer can question pattern absences and can refer the worker to occupational health, but the self-certification itself is the standard evidence for SSP.
Is the SC2 form mandatory?
No. SC2 is the standard form but employers can use their own internal sickness absence form. The required information is similar: dates of absence, nature of illness, and a signed declaration.
Do I need a fit note for less than a week?
No. Self-certification covers the first seven calendar days. A fit note is only needed from day eight onwards.
How We Verified This
Information is taken from the gov.uk self-certification pages, the HMRC SC2 form on gov.uk, the Social Security (Medical Evidence) Regulations 1976 on legislation.gov.uk, and the NHS fit note guidance. Employment law context is drawn from the Acas guidance on sickness absence management.