Being too unwell to work is stressful enough without uncertainty over your wages. Sick pay rights in the UK depend on two things: the statutory minimum your employer must provide if you qualify, and any more generous arrangements in your employment contract. Knowing the difference helps you check your payslip and avoid surprises during a longer illness.
The rules changed significantly on 6 April 2026. Older advice about three unpaid waiting days or a minimum earnings threshold may now be wrong, so check which rules apply to your absence.
How statutory sick pay works in 2026
Statutory Sick Pay (SSP) is paid by an employer when an eligible employee cannot work because of illness. For the 2026–27 tax year, the weekly amount is £123.25 or 80% of average weekly earnings, whichever is lower. SSP normally lasts for up to 28 weeks, subject to eligibility and linked-absence rules.
Since 6 April 2026, SSP has been payable from the first full qualifying day off sick. The former three waiting days and lower earnings limit have been removed. This matters particularly for part-time and lower-paid employees. Absences beginning before that date may involve transitional rules.
Who qualifies for SSP?
You generally need to have started work for your employer, be treated as employed under the relevant rules, have at least one full working day of sickness and follow notification requirements. Eligible agency workers can qualify. Self-employed people who pay their own tax through Self Assessment are not normally entitled to SSP from clients.
SSP is paid for qualifying days, usually those you normally work, not automatically every calendar day. It comes through payroll, with tax and National Insurance deducted where applicable. Receiving certain statutory maternity payments or already exhausting SSP can affect entitlement.
A practical sick pay calculation
Suppose you work Monday to Friday and average £200 a week. Eighty per cent is £160, so the lower statutory amount, £123.25, applies. Three full qualifying days of sickness would give £73.95 SSP, using a daily rate of £24.65. Different working patterns can produce different calculations.
If you averaged £100 a week instead, your full-week SSP rate would be £80, not £123.25. That distinction matters when checking low or variable earnings.
Company sick pay versus statutory sick pay
Company sick pay, also called contractual or occupational sick pay, may provide more than the statutory minimum. One employer might offer full salary for four weeks followed by half pay; another might provide SSP only. There is no universal UK right to full wages throughout sickness.
Check your contract and absence policy for payment amounts, duration, service requirements and whether SSP is included within company payments. Do not assume both amounts are added together. Discretionary schemes must still be operated lawfully and without unlawful discrimination.
Probation does not remove statutory sick pay eligibility, although lawful contractual conditions may apply to enhanced benefits. The wording of employment contract terms can make a substantial difference.
Reporting absence and protecting your pay
Tell your employer you cannot work as soon as reasonably possible and follow their absence reporting procedure. Where no reporting deadline is set, the usual SSP notification limit is seven days. Reporting late without good reason may affect payment for those late days.
Keep a record of who you contacted, when and which dates you were unfit for work. An employer cannot insist that SSP notification must be given only in person or on a particular form.
Fit note rules and self-certification
For illness lasting seven calendar days or fewer, including weekends, you can self-certify without a medical fit note. Your employer may use a self-certification form to record the absence.
After more than seven consecutive calendar days, your employer can request a fit note. Doctors, nurses, pharmacists, physiotherapists and occupational therapists can issue one. It may state that you are unfit for work or might be fit with changes to your duties or hours.
If an appointment delay prevents you supplying evidence, explain promptly. An employer cannot withhold SSP solely because a fit note arrives late, although valid sickness notification requirements still apply.
Long-term sickness rights and returning to work
Statutory holiday entitlement continues to build up while you are off sick, including after sick pay runs out. You can request annual leave during sickness and receive holiday pay for approved leave, but an employer cannot force you to use annual leave just because you are ill.
If your condition meets the legal definition of disability, your employer must consider reasonable adjustments. These could include adjusted hours, equipment, altered duties or a phased return. Disability-related absence should also be managed carefully to avoid discrimination. Guidance on reasonable adjustments at work and disability discrimination can help when reviewing a workplace decision.
Sick leave does not guarantee employment indefinitely, but dismissal should be a last resort. An employer considering dismissal on health capability grounds should consult the employee, investigate the circumstances and consider adjustments or alternatives. Unlawful disability discrimination may make a dismissal challengeable.
If SSP is nearing its end, ask for form SSP1. This can support a claim for financial help, such as Employment and Support Allowance or Universal Credit, depending on eligibility. Your employer should also explain when any company sick pay stops.
What if your sick pay is wrong?
Compare your payslip with your sickness dates, usual working days, contract and employer’s calculation. Ask payroll or HR to explain the qualifying days, SSP rate and company sick pay adjustment in writing. If the statutory amount remains disputed, contact HMRC’s statutory payment dispute service. Acas can provide guidance on contractual disputes and grievance procedures.
Keep fit notes, emails and pay records together. They can help if a disagreement develops over sick pay, attendance or alleged unlawful wage deductions.
Frequently asked questions
Is the first day off sick paid in the UK?
Under the rules introduced on 6 April 2026, eligible workers receive SSP from the first full qualifying day of illness. Working part of a day before going home sick does not usually count as a full SSP sickness day.
Can an employer refuse sick pay without a fit note?
A fit note is not required as SSP medical evidence for the first seven calendar days. Late receipt of a fit note alone cannot justify withholding SSP. Other eligibility and notification rules still apply.
Do I get full pay while off sick?
Not automatically. SSP is the statutory minimum for eligible staff. Full or part salary depends on any company sick pay arrangements in your contract or policy.
What happens after 28 weeks of SSP?
SSP normally ends after the maximum entitlement, but your employment does not automatically end. Ask for SSP1, consider available benefits and discuss support or a return-to-work plan with your employer.
Conclusion
To protect your sick pay rights, check both the current statutory rules and your employer’s written policy. Report illness promptly, keep evidence and question unexplained deductions. If an absence continues, review your holiday, disability-related and employment rights alongside your pay.
