Everything you need to know about Statutory Sick Pay

In 2024, UK workers took 148.9 million sick days. So, understanding how Statutory Sick Pay (SSP) works, and how to manage it correctly, remains important for businesses and HR teams.

Statutory Sick Pay provides much needed financial support for ill and injured employees, so it’s essential to handle it correctly. Not only does this allow businesses to offer the correct support and advice, but it also ensures you stay compliant with the law.

You’re legally required to pay SSP to all eligible employees, which means you could face investigation and fines from HMRC if you do not. Not only can this affect your bottom line, but it may also damage your brand reputation among peers, clients and prospective employees.

In this guide, we’ll explain everything you need to know about Statutory Sick Pay, including important rates and rules as an employer.

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What is Statutory Sick Pay (SSP)?

Statutory Sick Pay (SSP) is a legal minimum amount of money an employer must pay all eligible employees if they are too ill or injured to work. It pays employees a set amount for the days they should have worked—these are called ‘qualifying days’.

Currently, the Statutory Sick Pay weekly rate that employers must pay is £118.75 a week, which can be paid for up to 28 weeks. However, businesses are, of course, entitled to pay employees more, as this is just a minimum amount set by the government. Whatever you choose to pay, this should be included in your employee contracts.

In some cases, eligible employees may not have a regular working pattern. In this case, you’ll need to come to an agreement with them over what counts as their ‘qualifying days’. It may be that you need to use a Statutory Sick Pay calculator to work out exactly what they’re owed.

Statutory Sick Pay eligibility criteria

To be eligible for Statutory Sick Pay, employees must meet certain criteria set by the government. For example, they must have:

An employee contract in place
Worked under their employee contract
Been ill or injured for more than three days
Given you the required notice and proof of their illness injury
Been earning £125 or more per week—equivalent to around £6,500 per year

Importantly, if an employee takes annual leave within their ‘period of incapacity’, then their Statutory Sick Pay should not be stopped. If they have more than one job, they may also be eligible for SSP from both businesses—or they may be deemed fit for work for one, but not for the other.

When do I have to start paying employees Statutory Sick Pay?

You need to start paying eligible employees Statutory Sick Pay if they are off work for more than three days in a row, including non-working days. A sick day is a complete day taken off work due to illness or injury. So, if an employee works for more than a minute before they decide to leave, or becomes sick during their shift, these are not counted as sick days.

These first three days of sickness are called ‘waiting days’. You shouldn’t start Statutory Sick Pay within these three days unless you’ve paid the employee SSP within the last eight weeks or have previously missed three working days of sick pay beforehand.

When can I stop paying Statutory Sick Pay?

You stop paying Statutory Sick Pay when an employee returns to work or is no longer eligible. For example, some scenarios in this case could be they:

Are deemed fit to work again
Leave the company
Have received the maximum amount of SSP (28 weeks)
Begin to receive Statutory Maternity Pay or Maternity Allowance
Begin to work outside the EU.

If in doubt about an employee’s eligibility, check the government’s Statutory Sick Pay calculator.

What should I do if an employee is on long-term sick?

If you know an employee is going to be off work longer than the maximum 28 weeks of Statutory Sick Pay, you should provide them with an SSP1 form so they can access further support. It may be that they are eligible for an Employee and Support Allowance (ESA) if they have a health condition or disability that affects their work in the long-term.

Long-term sickness can be a delicate situation for both employee and employer. Besides providing all the right paperwork, you should also hold a welfare meeting with your employee to gain a better understanding of their situation. This will help you provide the right support for them, while also encouraging regular, open communication.

How does the type of employee I hire affect their Statutory Sick Pay?

Workers are eligible for different levels of Statutory Sick Pay depending on their contract or type of employment. You’ll need to be aware of these differences and how they influence your employees.

Employment type

Eligible for sick pay?

Casual, short-term & zero-hour contracts

Yes—but SSP only continues to the end of the period they agreed to work. If they’ve had 3 months’ continuous employment, they’re classed as a permanent employee.

Two or more contracts

Some—if contracts are aggregated, SSP applies if unfit for all jobs (one payment). If not aggregated, SSP is assessed per job (multiple payments).

Educational workers

Yes—but employers should take into account whether the employee’s contract continues throughout the year between term times.

Agency workers

Some—they need to be classed as employed earners rather than self-employed.

Agricultural workers

Some—if they were employed before October 2013, they may instead be eligible for Agricultural Sick Pay.

Directors

Yes—if they meet the criteria, and their weekly earnings are lower than the Lower Earnings Limit (LEL).

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Is there a Statutory Sick Pay calculator?

Yes, the government has a free Statutory Sick Pay calculator that can help you work out exactly how much you owe your employees. It can also help you work out whether they’re eligible, depending on their employment type and personal circumstances.

Use the GOV.UK Statutory Sick Pay calculator to find out how much you need to pay.

Statutory Sick Pay FAQs

We’ve covered the key queries surrounding Statutory Sick Pay. But, if you need further information, take a look at some of the most frequently asked questions around SSP below.

How much is Statutory Sick Pay per day?

The weekly allowance for Statutory Sick Pay is £118.75. To work out the daily rate, you’ll need to divide this weekly amount by the number of ‘qualifying days’ an employee works. Keep in mind that the first three days of sickness are not covered under SSP. For someone who works a normal five-day week, this amounts to £23.75 per day.

Who isn’t eligible for Statutory Sick Pay?

Not every employee is eligible for Statutory Sick Pay. Some exceptions are those who:

Have already received the maximum 28 weeks SSP
Are on Statutory Maternity Pay
Are off work due to a pregnancy-related illness within the four weeks prior to their due date
Were on strike for the first day of their illness/injury
Were in custody for the first day of their illness/injury
Are working outside the European Union (and your business isn’t liable for their National Insurance contributions)
Have received Employment and Support allowance within 12 weeks of starting their job or returning to work.

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