Employers guide to statutory sick pay in the UK

Sick days happen. Whether it’s flu season, a surprise surgery, or long-term health issues. And as an employer in the UK, it’s your legal duty to handle them properly. The cornerstone of that? statutory sick pay ( SSP).

That’s why we’re breaking down everything you need to know about SSP, so when you manage staff sickness you know, who’s entitled, how much to pay, and how to keep your business compliant.

What is statutory sick pay (SSP)?

Statutory sick pay (SSP) is the legal minimum employers must pay eligible employees when they’re off work due to sickness.

It’s not a “nice to have”—it’s a legal requirement. Even if your employee has only worked for you for a short time or only works part-time, they might still qualify.

How much is statutory sick pay 

As of April 2025, the SSP rate is:

• £118.75 per week

It’s paid through your usual payroll system, just like wages – with tax and National Insurance deductions applied.

When is statutory sick pay paid?

There’s a three-day waiting period, meaning SSP kicks in from the fourth qualifying day in a row that your employee is too unwell to work.

“Qualifying days” are the days the employee normally works. So, if your employee usually works Monday to Friday and calls in sick on a Monday, SSP would start from Thursday.

Who is entitled to statutory sick pay?

To qualify for SSP, your employee must:

• Be classed as an employee (so not freelance or self-employed)

• Be sick for at least 4 calendar days in a row (including non-working days)

• Earn at least £125 per week (before tax)

• Notify you within 7 days, or as per the timeframe set in your company policy

If they tick all those boxes, you must pay SSP.

How long is SSP paid for?

You’re legally required to pay SSP for up to 28 weeks of sick leave.

If the employee is off for longer than that, you can:

• Stop paying SSP

• Help them apply for Employment and Support Allowance (ESA) from the government

How to calculate statutory sick pay

SSP is paid at a flat weekly rate, but most employees are paid daily, so you’ll need to pro-rate it based on their normal working days, aka Qualifying Days.

Let’s break it down:

Step 1: Confirm they’re eligible

Check that your employee meets the criteria: correct earnings, employee status, and illness lasting 4+ calendar days.

Step 2: Work out the Qualifying Days

Qualifying Days are the days the employee normally works. So, if they usually work Monday to Friday, those are their Qualifying Days.

Step 3: Deduct the waiting days

The first 3 Qualifying Days are unpaid (unless it’s a linked or recurring sickness absence – more on that later).

Step 4: Calculate daily SSP

Take the weekly rate and divide it by the number of Qualifying Days in a week.

Example:

• Weekly SSP = £118.75

• Employee normally works 5 days a week (Mon–Fri)

• Daily SSP = £118.75 ÷ 5 = £23.75 per day

Now, say the employee was off for 7 workdays (Mon–Tues the following week), you would:

• Deduct the first 3 days (Mon–Wed – unpaid)

• Pay for days 4 to 7 (Thurs to Tues = 4 days)

• 4 days of SSP = 4 × £23.75 = £95

Linked Periods of Sickness

If your employee has more than one sickness absence close together, they may count as one continuous period and the 3 waiting days don’t reset.

Here’s when it applies:

• The absences are 8 weeks or less apart

• Each one lasts at least 4 calendar days

This is helpful to know if someone’s struggling with a recurring condition.

What isn’t covered under SSP?

There are a few situations where SSP doesn’t apply, and it’s important to know what they are. SSP does not apply if your employee:

• Is self-employed or freelance

• Is on maternity, paternity, adoption, or shared parental leave and receiving other forms of statutory payments

• Earns below the Lower Earnings Limit (£125 per week)

• Has already received 28 weeks of SSP

• Is off work due to a strike

• Is in custody or serving a prison sentence

It’s also worth noting, that employees don’t qualify if they haven’t yet started working for you (even if they’ve signed a contract), or if they were already off sick before their first day.

Are the rules around SSP changing?

The Employment Rights Bill proposes notable changes to statutory sick pay (SSP). According to the proposed changes:

• The lower earnings limit will be eliminated, allowing all employees to receive SSP at a rate of either 80% of their weekly earnings or the flat rate, depending on which is lower.

• The waiting days will be abolished, meaning SSP will be available from the very first day of absence from work.

Although these changes are still under consideration, the 'roadmap for delivering change', released by Labour suggest they will come into effect in April 2026. Therefore, it's wise to start preparing your business for their implementation.

What about SSP for Part-Time or Zero-Hours Workers?

They can still qualify for SSP as long as they meet the minimum earnings threshold (£125 per week) and have been sick for 4 or more qualifying days in a row.

Even casual and agency workers might be entitled, depending on how regularly they work for you.

Get help with statutory sick pay from BrightHR

Statutory sick pay is a crucial aspect of employment law that employers must comply with. It is essential for you to understand your obligations and responsibilities when it comes to providing sick pay to your employees.

Having  smart absence management software can help ensure that you are in line with the law, especially when backed by 24/7 employment law advice.