Statutory Sick Pay

This is a step by step, jargon-free guide to Statutory Sick Pay (SSP) in the UK. It explains who can get it, how much money you get, how to claim Statutory Sick Pay, fit notes, linked periods, tax, common edge cases, and what to do if you are not eligible. It also includes simple examples you can copy.

1) What SSP is and how it works

Statutory Sick Pay (SSP) is the legal minimum sick pay employers must pay eligible employees who are too ill to work. SSP is:

Paid by your employer in the same way as wages (usually on your normal payday).
Time-limited: you can get SSP for up to 28 weeks in any one period of sickness.
Standard amount each week (unless your employer has more generous company sick pay).
UK-wide: the rules are the same in England, Scotland, Wales and Northern Ireland (unless your contract has local conditions like Agricultural Sick Pay).

You cannot receive less than the statutory amount. Your employer can pay more if they offer an occupational scheme.

2) How much you get (weekly and daily rates)

From 6 April 2025 to 5 April 2026, the weekly SSP rate is £118.75. If you’re sick for a full week of qualifying days, you get the full weekly rate. If you’re sick for part of a week, your employer uses a daily rate (based on how many days you normally work) and pays only for payable sick days in that week.

Daily rate quick table (2025/26)

The daily rate equals £118.75 divided by the number of qualifying days in your week. Here are the rounded daily figures employers typically use for part-weeks:

1 qualifying day/week: £118.75 per day
2 qualifying days/week: £59.38 per day
3 qualifying days/week: £39.59 per day
4 qualifying days/week: £29.69 per day
5 qualifying days/week: £23.75 per day
6 qualifying days/week: £19.80 per day (approx)
7 qualifying days/week: £16.97 per day (approx)

Pay period and timing

SSP is paid on your usual payday (weekly, four-weekly or monthly).
A “week” for SSP runs Sunday to Saturday.
If your sickness spans two pay periods, you’ll see SSP across both payslips for the relevant days.

3) Who is eligible

You usually qualify for SSP if all the following apply:

You’re an employee (this includes most agency workers and many zero-hours workers who have a contract to do work and have started it).
You have done some work for your employer already.
Your average weekly earnings are at least £125 per week in the relevant period.
You have been ill for at least 4 days in a row (including non-working days). This creates a Period of Incapacity for Work (PIW).

Who is not eligible

You’ve already had the maximum 28 weeks of SSP for this sickness.
You are getting Statutory Maternity Pay (SMP) (SSP cannot be paid at the same time as SMP).
You’re in a category excluded by law (for example certain agricultural schemes with different rules, or you are not an employee under employment law).

Agency workers and zero-hours staff

Agency workers can qualify for SSP. Workers on variable or zero-hours contracts may also qualify if their average weekly earnings meet the threshold. Your employer and you should agree which days count as qualifying days if your pattern varies.

Average weekly earnings (AWE)

To check the £125 threshold, your employer looks at the relevant period (normally the last 8 weeks with a payday before your sickness started). If you’ve just started and do not yet have 8 weeks of pay, they can use your contract rate to work out if you qualify.

4) Qualifying days, waiting days, PIWs and linked periods

Key terms

Qualifying Days (QDs): the days you normally work. SSP can only be paid for QDs, and waiting days are counted only on QDs.
Waiting Days (WDs): the first 3 QDs in a PIW are unpaid.
PIW (Period of Incapacity for Work): any illness of 4 or more days in a row (including weekends and non-working days).
Linked periods: PIWs that are 8 weeks or less apart “link”. If linked, you do not serve waiting days again in the later period.

How waiting days work

Waiting days are not always the first calendar days you are off. They are the first three qualifying days in a PIW. If you are ill over a weekend but only work Monday to Friday, your waiting days start on your first working day of sickness.

Linking periods: why it matters

If you have another PIW within 8 weeks of the last one ending, it “links”. In a linked period, you do not need to serve waiting days again—SSP is payable from the first qualifying day in that new PIW. Linked PIWs can continue, but you cannot receive more than 28 weeks of SSP in total for the series. If the chain of linked PIWs lasts more than 3 years with the same employer, entitlement ends even if you have not reached 28 weeks.

5) How to claim SSP step by step

Tell your employer you are sick and cannot work. Follow their normal absence rules. If they have not set a deadline, tell them within 7 days.
Keep records of dates you were unwell and any proof you provided (fit notes, messages, emails).
Provide a fit note if you are off for more than 7 days in a row (see fit notes below). For shorter absences, self-certification is usually enough.
Agree your qualifying days if your pattern varies. This helps your employer calculate pay correctly.
Check your payslip to make sure SSP is shown and the dates match your sickness. If anything looks wrong, raise it quickly.

If your employer says you are not eligible

Ask for a written explanation. If they decide you do not qualify or your SSP is ending, they must give you form SSP1. You can use SSP1 to claim other support such as New Style Employment and Support Allowance or Universal Credit if applicable.

6) Fit notes (sick notes): when and how

You need a fit note if you are off sick for more than 7 days in a row (including non-working days).
Fit notes can be issued by a GP or hospital doctor. In England they can also be issued by a nurse, pharmacist, physiotherapist or occupational therapist where appropriate.
Fit notes can be digital or printed. Your employer should accept either.
A fit note may say you are “not fit for work” or “may be fit for work” with adjustments (for example, shorter hours, lighter duties, home working). You and your employer should discuss reasonable adjustments if suggested.

7) Company sick pay vs SSP

Many employers offer a company (occupational) sick pay scheme that pays more than SSP or starts sooner (no waiting days). Your contract or staff handbook should set out:

How much you get and for how long (for example full pay for 4 weeks, half pay for 4 weeks).
Any conditions (length of service, attendance standards, providing fit notes, attending occupational health).
How company sick pay and SSP interact (often company sick pay is paid first and includes SSP within it).

If there is no company scheme, the employer must pay SSP if you meet the legal rules.

8) Tax and National Insurance on SSP

SSP counts as earnings. It is taxable and subject to Class 1 National Insurance if your total pay in the period is above the thresholds.
Because SSP is a low weekly amount, some employees may see little or no tax/NI on it alone. If you have other earnings in the same period, normal deductions can still apply.
SSP should appear on your payslip like normal pay. If you think deductions are wrong, speak to payroll or contact HMRC.

9) Worked examples you can copy

Example A: Full week off, Monday–Friday worker

Pattern: 5 qualifying days (Mon–Fri).
Sick: Monday to Friday.
PIW: Yes (5 days in a row).
Waiting days: First 3 QDs (Mon–Wed) are unpaid.
Payable days: Thu and Fri = 2 days x £23.75 = £47.50 for that week.

Example B: Two-week absence, Monday–Friday worker

Week 1: as above, only Thu and Fri payable (£47.50).
Week 2: Full 5 QDs are payable = £118.75.
Total for 2 weeks: £166.25.

Example C: Linked periods remove new waiting days

First PIW: 1–5 June (Mon–Fri). Payable Thu–Fri only (£47.50).
Second PIW: 10–12 July (Wed–Fri) — within 8 weeks so it links. No waiting days this time. Payable Wed–Fri = 3 x £23.75 = £71.25.

Example D: Part-time pattern, 3 QDs per week

Pattern: Tue, Thu, Fri only (3 qualifying days).
Week 1 absence: Sick Tue–Fri (4 calendar days but only 3 QDs). Waiting days = Tue, Thu, Fri, so £0 in week 1.
Week 2 absence: Still unwell Tue only. Because waiting days already served, Tue is payable at 3-day daily rate £39.59. £39.59 due.

Example E: Agency worker

You are on an agency contract and have worked for several weeks. Your average earnings are over £125/week. You become ill for 6 QDs in a 7-day week. Waiting days = first 3 QDs. Payable days = 3 at the 6-day daily rate (£19.80 approx) = £59.40 (rounded by payroll rules).

Example F: Mixed pattern and agreeing qualifying days

You have a variable rota. Agree with your employer in advance which days count as qualifying days for SSP purposes (often your contracted pattern). This avoids mistakes when calculating waiting days and daily rates.

10) Special cases and tricky situations

Pregnancy and maternity

SSP and SMP cannot be paid together. If you are on SMP you do not get SSP at the same time.
If you are off sick with a pregnancy-related illness in the 4 weeks before your due date, your maternity leave may start automatically. Speak to HR or your midwife and check the maternity section on GOV.UK.

Long-term sickness and the 28-week limit

SSP stops at 28 weeks for a PIW (or series of linked PIWs). Before it ends, your employer must give you form SSP1 so you can look at other support (see section 11).

Hospital stays and outpatient treatment

SSP can still be payable if you meet the normal rules. Keep appointment letters and fit notes up to date.

Accidents at work

SSP is the legal minimum for sickness. If your illness or injury is work-related, you may also have other rights (for example, to sick pay under your contract, to report under health and safety rules, or to claim industrial injury benefits in some cases). Seek advice.

Short service and new starters

Even if you have fewer than 8 weeks of pay history, your employer can use your agreed contract rate to assess if you meet the earnings threshold.

Multiple jobs

SSP is assessed for each employer separately. You could qualify with one employer but not another, depending on your average weekly earnings there.

Agricultural workers

Some agricultural roles have different sick pay rules. Check your contract and the dedicated guidance for Agricultural Sick Pay.

Occupational health and adjustments

If a fit note suggests adjustments, discuss practical changes (hours, duties, equipment, location) so you can return safely. Your employer should consider reasonable adjustments if you are disabled under equality law.

11) If you are not eligible or your SSP runs out

If you do not qualify for SSP (for example your average weekly earnings are below the threshold) or your SSP ends, you may be able to claim other support:

New Style Employment and Support Allowance (ESA): based on your National Insurance record.
Universal Credit: means-tested support that can top up income if you have low earnings or savings.

Your employer must give you form SSP1 within:

7 days of deciding you do not qualify, or
by the start of week 23 of your sickness if your SSP will end at week 28.

Use SSP1 to support a claim for ESA or Universal Credit. If you are unsure which to apply for, speak to a welfare adviser or read the guidance on GOV.UK and Citizens Advice.

12) If there’s a dispute or your employer refuses SSP

Steps you can take:

Ask in writing for the reason and a copy of the calculation (dates, qualifying days, waiting days, daily rate, total paid).
Share evidence (fit notes, timesheets, payslips). Correct any misunderstanding about qualifying days or your earnings.
Escalate: if unresolved, contact HMRC or seek advice from Acas or Citizens Advice.
Consider grievance using your employer’s formal process if there is still a problem.

13) FAQs

When does SSP start?

SSP is paid from the 4th qualifying day in a PIW because the first 3 are waiting days. If you have another linked PIW within 8 weeks, you do not serve waiting days again.

Do weekends count?

All days count when deciding if you have a PIW (you need 4 or more days in a row). But only your qualifying days (the days you normally work) are used to count waiting days and to pay SSP.

What is the maximum time I can get SSP?

Up to 28 weeks per PIW (or for a series of linked PIWs). After that, your employer should give you form SSP1 so you can explore other support.

Is SSP taxed?

Yes, SSP is treated as earnings. Whether you see tax or NI taken off depends on your total pay in the pay period.

Can I get SSP if I am on zero-hours?

Yes, if you are an employee and your average weekly earnings are at least £125 and you have a PIW (4 or more days in a row). Agree qualifying days if your rota varies.

What if I’m already on Statutory Maternity Pay?

You cannot get SSP at the same time as SMP. If you are on maternity leave and become ill, SMP continues as normal.

Do I need a sick note from day one?

No. You only need a fit note if you are off for more than 7 days in a row. You can self-certify for the first 7 days (your employer may have a simple form).

Who can write a fit note?

Doctors can issue them. In England, trained nurses, pharmacists, physios and occupational therapists can also issue fit notes where appropriate. They can be printed or digital.

What if my employer won’t pay and won’t give SSP1?

Ask in writing for their decision. If they refuse, raise a grievance and contact HMRC or Acas for help. You’ll need SSP1 (or a written refusal) to claim ESA/Universal Credit.

Are rules different in Scotland, Wales or Northern Ireland?

No. SSP rules are UK-wide. Some local schemes (like Agricultural Sick Pay) can differ by contract or sector, so check your contract if you work in those areas.

What is a qualifying day if I work shifts?

It’s usually your contracted working days. If you have an irregular pattern, you and your employer should agree qualifying days so SSP can be calculated correctly.