Statutory Sick Pay

If you're a business owner or HR manager, you might come across the term 'Statutory Sick Pay' (SSP) in your day-to-day operations. SSP is the minimum amount UK employers must pay their eligible employees when they miss work because of illness. Currently, the weekly SSP rate is £118.75, which can be paid for up to 28 weeks. To qualify, employees need to have been off sick for at least 4 consecutive days, earn an average of at least £125 per week, and provide appropriate notice and proof of their illness.

Understanding SSP is important because it defines the basic legal obligation of employers to help employees who are unable to work due to illness. It ensures that employees get financial assistance during their sickness, promoting their well-being and helping with their recovery.

Who Qualifies for SSP?

To be eligible for SSP, employees must meet a few criteria, which we’ll explain in detail:

• Employee Status: They need to be classified as an employee and have worked for you in some capacity. This includes agency workers, casual workers, and zero-hours contract staff, as long as they meet the other requirements. Part-time and flexible workers can also qualify, making this relevant for diverse workforces.
• Earnings Threshold: Employees must earn at least £123 per week before tax, based on their gross pay over the last 8 weeks or since they started with you (whichever is shorter). For new employees, their average earnings can be calculated based on what they’ve earned so far.
• Sickness Duration: They need to have been off sick for more than 3 days in a row, including non-working days like weekends or holidays. SSP kicks in after the first 3 unpaid "waiting days." So, they must be off for at least 4 days to begin receiving SSP.
• Notification to Employer: Employees must notify you of their illness within the deadline you’ve set (or within 7 days if no deadline is set). Failure to do so may lead to losing some of their SSP entitlement, so having a clear absence policy is essential for fairness.
• Fit Note Requirement: If the employee has been off sick for over 7 calendar days, they need to provide a fit note (also called a sick note). This note can come from a GP, hospital doctor, registered nurse, occupational therapist, pharmacist, or physiotherapist and can be digital or printed. A fit note isn’t needed for the first 7 days, but it’s required after that. Be patient if there’s a delay, as getting an appointment with a doctor can sometimes take time.
• Recent Employment: Even if an employee is new to their job and hasn’t been paid for 8 weeks, they may still qualify for SSP. You’ll need to calculate their average earnings based on the time they’ve worked so far.
  
  

Who Doesn’t Qualify for SSP?

Not everyone is eligible for SSP. Here are the key situations where employees won't qualify:

• On Strike: Employees who are participating in industrial action, such as a strike, cannot claim SSP. This is straightforward, especially in unionized environments.
• In Custody: Employees in prison or any form of custody are not eligible for SSP. While this is a clear exclusion, it’s not common in most workplaces.
• Receiving Certain Benefits: Employees cannot receive SSP if they are already getting Statutory Maternity Pay, Maternity Allowance, Statutory Paternity Pay, Statutory Adoption Pay, or certain other benefits. It’s particularly important to check the benefits status of employees on parental leave before assuming they’re entitled to SSP.
• Long-Term Sickness: Employees who have been continuously off sick for over 3 years (with linked sickness periods within 8 weeks of each other) are no longer eligible for SSP. This is about the length of the sickness, not just the amount paid, so it’s important to track linked sickness periods.
• Maximum SSP Already Paid: SSP is only payable for up to 28 weeks in a single period of sickness. Once an employee hits that limit, they won’t be entitled to more SSP until a new period of sickness begins, provided it’s not linked to the previous one.
  
  

How is SSP Paid?

SSP is paid by the employer just like regular wages, following the employee’s usual pay schedule (e.g., weekly or monthly). It’s subject to tax and National Insurance contributions (NICs), just like regular earnings. As of June 2025, the SSP rate is £118.75 per week, payable for up to 28 weeks per period of incapacity. Employees with more than one job can claim SSP from each employer, but the total amount will not exceed the weekly rate. Employers should maintain accurate records of SSP payments for possible audits by HMRC.

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When Does SSP Start?

SSP starts on the 4th day of sickness, after the initial 3 unpaid "waiting days" (days the employee would usually work). If the employee received SSP within the last 8 weeks and had served waiting days during that time, the SSP starts from the first day of the new sickness period, as long as the illnesses are connected (same condition or injury within 8 weeks). If the periods are linked, the waiting days apply across the entire sickness period.

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Why This Matters for Global Employers

If your business operates internationally and you hire employees in the UK, understanding SSP is essential. It’s a legal requirement, and getting it wrong can result in penalties or disputes with HMRC. Moreover, knowing the rules allows you to support your employees more effectively during their recovery, which can improve employee morale and retention. If you’re expanding into the UK, make sure to factor in these costs; SSP is an important part of the employment landscape.