TL;DR
UK Statutory Sick Pay is GBP 116.75/week (2024/25) for up to 28 weeks after 4 qualifying days of incapacity. Paid by the employer through PAYE. This guide covers eligibility, the qualifying days, and enhanced employer sick pay.
Key facts
- SSP GBP 116.75/week (2024/25; check 2026/27).
- Paid for up to 28 weeks per period.
- Qualifying days: 4+ consecutive days of incapacity.
- Period of Incapacity for Work (PIW) connects related absences.
- Eligibility: earning above LEL (GBP 123/week 2024/25).
- Statutory under Social Security Contributions and Benefits Act 1992.
- Enhanced sick pay common: full pay then half pay for set periods.
- Universal Credit takes over after SSP ends if eligible.
Statutory Sick Pay (SSP) is the employer-paid statutory minimum income during periods of sickness incapacity. The rate is set annually by the government. Most UK employers offer enhanced sick pay above SSP under contract; many small employers pay only the statutory minimum.
This guide covers SSP eligibility, the qualifying days mechanism, the maximum 28-week duration, the Period of Incapacity for Work rules, and the practical interaction with employer enhanced sick pay and Universal Credit.
How SSP works
SSP at GBP 116.75/week (2024/25; check current rate) is paid by the employer to qualifying employees during periods of sickness incapacity. The payment goes through normal payroll with PAYE income tax and NI deductions applied as for salary.
Eligibility: the employee must be employed under a contract of service (most permanent and fixed-term contracts qualify; agency workers may need specific arrangements), be earning above the Lower Earnings Limit (GBP 123/week, 2024/25), have been continuously absent for at least 4 consecutive days due to illness or injury, and have notified the employer of the incapacity.
Duration: SSP is paid for up to 28 weeks in any Period of Incapacity for Work (PIW). Related periods of absence within an 8-week window are linked into a single PIW for the 28-week count.
Worked example: an employee starts a sickness absence on Monday 1 June 2026, returning Monday 8 June. The 4 qualifying days are met (Tue, Wed, Thu, Fri are the 'qualifying days' for SSP). SSP starts from day 4 (after the 3 'waiting days') and is paid for 5 days at the daily rate (GBP 116.75/5 = GBP 23.35/day) totalling GBP 117 over 5 paid sick days.
Qualifying days and the waiting days
SSP has 'waiting days' - the first 3 qualifying days are unpaid. SSP starts from the 4th qualifying day. The waiting days do not apply where the sickness links back to a previous PIW within 8 weeks (the 'linked PIW' rule).
'Qualifying days' are the days the employee would normally work. For a Monday-Friday office worker, qualifying days are weekdays only. For a shift worker, qualifying days are the specific days in their shift pattern. The contract or working pattern defines the qualifying days.
Worked example: an employee on Mon-Fri schedule is sick from Wed 3 June to Wed 17 June (10 working days). The first 3 qualifying days (Wed, Thu, Fri of week 1) are waiting days - no SSP. SSP starts from Mon 8 June. SSP paid for 7 days at daily rate = GBP 23.35 * 7 = GBP 163.45.
The linked PIW rule: if a second sickness starts within 8 weeks of the previous PIW ending, the two PIWs are linked. The waiting days are not re-applied for the second PIW (because they were served in the first). The 28-week maximum applies across the linked PIWs combined.
Period of Incapacity for Work (PIW)
A PIW is a period of 4 or more consecutive days where the employee is unable to work due to illness or injury. The 4 days include non-working days (e.g. weekends for a Mon-Fri worker). A 4-day absence Sat-Tues counts as a PIW for an office worker because 4 consecutive days have elapsed even though only 2 are working days.
Linked PIWs: where two periods of incapacity occur within 8 weeks of each other (specifically, 56 days between the end of one PIW and the start of the next), they are linked into a single PIW for SSP and waiting-day purposes. The 28-week maximum applies across the linked combination.
The 28-week maximum can be split between multiple absences within a linked PIW. An employee with 4 weeks off, returning for 6 weeks, then off another 10 weeks has used 14 weeks of the 28-week SSP entitlement. The remaining 14 weeks remain available for further absences within the linked PIW (subject to the 8-week link rule).
Worked example: an employee is off sick 1 January to 31 January (4 weeks SSP used). Returns 1 February to 31 March (8 weeks back at work). Goes off sick again 1 April. The 1 February to 31 March is more than 8 weeks (56 days) - so the new sickness from 1 April starts a new PIW (3 new waiting days, fresh 28-week count).
Enhanced employer sick pay
Many UK employers offer enhanced sick pay above the SSP minimum under their employment contracts. Common patterns: full salary for the first 3-6 months of any sickness, then half salary for a further period, then SSP only for the remainder of the 28-week SSP entitlement. Some employers offer full salary for the full 28 weeks; some offer SSP only.
The enhanced sick pay is contractual rather than statutory. It applies on top of SSP - SSP is the statutory floor that the employer must pay; the enhanced amount supplements it. For the employee, the experience is receiving normal salary during the enhanced period regardless of whether the employer is paying entirely from their own pocket or supplementing SSP.
Enhanced sick pay terms typically include a qualifying period (the employee must have been in continuous service for a defined period before becoming eligible) and may require medical evidence (GP fit note from day 4 onwards is standard; private medical evidence may be required for longer absences).
Practical action: checking the contract's sick pay terms at the start of employment clarifies the entitlement during long absences. Where the contract is silent, only SSP applies. Where enhanced sick pay is offered, the value can be substantial for serious illness.
After SSP: Universal Credit and other support
When SSP runs out at 28 weeks (or where the employee was never eligible for SSP), Universal Credit may provide ongoing support. UC is means-tested - the household income and assets determine the award. A previously employed person now sick with no SSP may qualify for substantial UC, particularly if savings are limited.
Employment and Support Allowance (ESA) is an alternative for those who paid sufficient NI contributions in recent years. ESA is not means-tested for the contributions-based variant. The award is around GBP 90/week (2024/25 figures, check current). New claims for ESA have largely been replaced by UC.
Personal Independence Payment (PIP) is for people with ongoing health conditions or disabilities affecting daily living or mobility, separate from income-replacement benefits. PIP is not means-tested and can be claimed alongside UC, ESA, or earnings.
Practical action: where SSP is running toward its 28-week limit and recovery is not in sight, applying for UC or ESA before SSP ends maintains continuity of income. The DWP processes claims typically take 4-6 weeks; starting the application a month before SSP ends provides a smooth transition.
Notification and medical evidence requirements
The employee must notify the employer of the sickness absence according to the contract's terms. Most contracts require notification on the first day of absence (typically by 10am or before the start of the shift). Failure to notify can result in SSP being withheld for the days of delayed notification.
Self-certification for the first 7 days of absence: the employee can self-certify (no medical evidence required) for up to 7 days. After 7 days a Fit Note (formerly Doctor's Certificate, now Statement of Fitness for Work) from a GP, hospital doctor, registered nurse, occupational therapist, pharmacist, or physiotherapist is required.
The Fit Note states either 'not fit for work' or 'may be fit for work' with recommended adjustments. The 'may be fit' option allows return with adjustments (reduced hours, lighter duties, work from home). The employer should consider the recommendations but is not obliged to accept them.
Practical action: keeping a record of notifications (dates, times, who notified) and Fit Notes provides the evidence trail for any later dispute about SSP entitlement. Most employers handle sickness pay administration through standard payroll processes without dispute.
Disclaimer
This article provides general information based on rules and figures published by UK government and regulator sources as of May 2026. It is not personal financial, legal, immigration or tax advice. Rules, fees and figures change and individual circumstances vary. Readers should check primary sources or consult a qualified, regulated adviser before acting on any information here.
Frequently asked questions
How much is Statutory Sick Pay?
GBP 116.75/week (2024/25 rate; the 2026/27 figure may have been uprated - check gov.uk). Paid by the employer through normal payroll with PAYE and NI deductions. The rate is the statutory minimum; many employers offer enhanced sick pay above SSP under contract. SSP is paid for up to 28 weeks per Period of Incapacity for Work.
Who qualifies for SSP?
Employees under a contract of service earning above the Lower Earnings Limit (GBP 123/week, 2024/25), continuously absent for at least 4 consecutive days due to illness or injury, who notify the employer. Most permanent and fixed-term contract employees qualify. Self-employed and contractors operating through PSCs are not generally eligible for SSP (the PSC structure makes SSP impractical to operate).
What are the waiting days for SSP?
The first 3 qualifying days of any new Period of Incapacity for Work are unpaid 'waiting days'. SSP starts from the 4th qualifying day. The waiting days don't apply where the sickness links to a previous PIW within 8 weeks (the 'linked PIW' rule treats the two as one period for SSP purposes). Qualifying days are the days the employee would normally work.
How long does SSP last?
Up to 28 weeks in any Period of Incapacity for Work. Where multiple absences within 8 weeks are linked into a single PIW, the 28-week maximum applies across the linked combination. After SSP runs out, Universal Credit or Employment and Support Allowance may be available. The 28-week SSP plus subsequent UC/ESA can provide income through extended illness.
What if I don't qualify for SSP?
Universal Credit or Employment and Support Allowance may provide alternative support. UC is means-tested based on household income and assets. Contributions-based ESA depends on prior NI contributions and is not means-tested for the contributions element. Personal Independence Payment is for ongoing health conditions affecting daily living, separate from income replacement and not means-tested. Each scheme has different application routes through DWP.
