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Statutory Sick Pay Last modified: April 23, 2026

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What is Statutory Sick Pay (SSP)?

Statutory Sick Pay (SSP) is the minimum amount of pay that most employees are legally entitled to receive when they are too ill to work. It is set by the UK Government and must be paid by employers if the employee meets the qualifying criteria.

SSP provides a basic level of financial support during sickness absence, though many employers also offer enhanced company sick pay as part of their employment contracts.

As of April 2025, the weekly rate of SSP is £116.75, payable for up to 28 weeks.

  • What does Statutory Sick Pay mean in HR?

    In HR, SSP is an essential part of absence management and employee welfare. Employers must ensure:

    • They comply with the legal requirements for SSP eligibility and payment.
    • Employees understand their entitlements and reporting responsibilities.
    • Absence is managed fairly and consistently across the business.

    Eligibility rules:

    • The employee must be classed as an “employee” and have done some work for the employer.
    • They must earn at least the Lower Earnings Limit (LEL) (£123 per week in 2025).
    • They must have been ill for at least 4 consecutive days (including non-working days).
    • SSP is not payable after 28 weeks or if the employee is already receiving certain state benefits.

    Employers are legally required to pay SSP if an employee qualifies, even if the employer has only a small workforce.

  • Why does Statutory Sick Pay matter for your Business?

    SSP is not just a compliance obligation, it is also central to managing employee wellbeing and maintaining workplace trust.

    Risks of non-compliance:

    • Employees could make claims to an employment tribunal if SSP is not paid correctly.
    • HMRC may take enforcement action.
    • Failure to support employees fairly can damage morale, retention, and reputation.

    Benefits of proper management:

    • Builds trust by showing you care about staff welfare.
    • Supports employee engagement and loyalty.
    • Helps businesses monitor and manage absence trends more effectively.
    • Reduces the risk of disputes or legal claims.

    For SMEs, sickness absence can have a big impact on productivity, so managing SSP alongside clear policies and proactive health and wellbeing support is crucial.

Statutory Sick Pay

Best Practices

Employers can go beyond the legal minimum to handle SSP effectively and maintain a healthy workforce.

  • Clear Sickness Policy

    • Outline how employees should report absence (e.g. who to notify, by when, and how).
    • Make it clear when SSP applies and whether company sick pay is offered.
    • Provide examples of evidence required (e.g. fit notes after 7 days).

  • Recording & Monitoring Absence

    • Keep accurate records of sickness absence to track SSP payments and identify patterns.
    • Use HR software to automate calculations and reduce errors.
    • Review absence data regularly to identify wellbeing or workload issues.

  • Supporting Employee Wellbeing

    • Encourage open conversations about health, stress, or workplace pressures.
    • Provide occupational health referrals or Employee Assistance Programmes (EAPs) if available.
    • Use return-to-work interviews to check in with employees, support reintegration, and prevent recurring absence.

  • Communication & Sensitivity

    • Handle sickness absence conversations with empathy. Employees may feel vulnerable if unwell or worried about job security.
    • Be transparent about SSP rights but avoid making employees feel guilty for taking time off when genuinely ill.
    • Consider flexibility, such as phased returns to work, where appropriate.

  • Change Management & Business Continuity

    • Plan for how workloads will be covered during employee sickness.
    • Use cross-training to ensure others can step in if key staff are absent.
    • Communicate clearly with teams about any temporary changes in responsibilities.

  • Want a step-by-step approach to SSP?

    A step-by-step guide covering SSP eligibility, payments, employer responsibilities, and how to manage sickness absence in practice.

    Read our full guide here

     

     

Your Questions Answered

Everything you need to know about Statutory Sick Pay

  • How much is Statutory Sick Pay in the UK?Reveal

    From April 2025, SSP is £116.75 per week.

  • How long is SSP paid for?Reveal

    Statutory Sick Pay is paid up to 28 weeks per sickness absence period.

  • When does SSP start?Reveal

    Statutory Sick Pay starts from the 4th consecutive day of sickness absence (the first 3 days are “waiting days” unless already covered by a linked absence).

  • Do part-time employees get SSP?Reveal

    Yes, if they meet the eligibility criteria and earn at least the Lower Earnings Limit part-time employees get Statutory Sick Pay.

  • Can employees get both company sick pay and SSP?Reveal

    Yes, company sick pay usually tops up SSP, but contracts vary.

  • Do zero-hours or agency workers get SSP?Reveal

    Yes, if they are classed as employees and earn enough to meet the threshold, zero-hour or agency workers do get Statutory Sick Pay.

  • Can employees claim SSP during pregnancy-related sickness?Reveal

    Yes, though in some cases Statutory Maternity Pay (SMP) may start earlier if sickness occurs late in pregnancy.

  • What happens after 28 weeks of SSP?Reveal

    Employees may be eligible for Employment and Support Allowance (ESA) or Universal Credit.

  • Do employees need a doctor’s note for SSP?Reveal

    Not for the first 7 days (self-certification applies). After that, a “fit note” is required.

  • What if an employer refuses to pay SSP?Reveal

    Employees can raise the issue with HMRC, and employers risk enforcement action.

Where to find out more A collection of hand-picked useful resources for Statutory Sick Pay from impact HR and beyond

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