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How Much is Statutory Sick Pay in UK?

Are you curious about how much statutory sick pay is in the UK? Well, you’ve come to the right place! In this blog post, we will dive into all the details surrounding statutory sick pay and answer your burning questions. Whether you’re an employee wondering if you qualify or an employer wanting to understand your obligations, we’ve got you covered. So grab a cup of tea, and let’s get started unravelling the mysteries of statutory sick pay in the UK!

What is Statutory Sick Pay?

What is Statutory Sick Pay?

Statutory Sick Pay, commonly referred to as SSP, is a form of financial support provided to UK employees who cannot work due to illness. It serves as a safety net for those facing health issues that prevent them from carrying out their job responsibilities.

To put it simply, SSP is a payment made by employers to eligible employees who meet certain criteria. It acts as a replacement for regular wages during periods of sickness absence. This means that even if you’re unable to work due to illness or injury, you can still receive some income through statutory sick pay.

It’s important to note that SSP is not solely dependent on the length of your employment tenure but rather on meeting specific requirements set by the government. These requirements ensure fairness and consistency in providing financial assistance when workers need it most.

As an employee, it’s crucial to familiarize yourself with the qualifying conditions for receiving SSP. For instance, you must earn at least an average amount per week and provide the necessary medical evidence, such as fit notes from your doctor.

Who is Eligible for Statutory Sick Pay?

In the United Kingdom, Statutory Sick Pay (SSP) is provided to employees who are unable to work due to illness. The following are the criteria for eligibility:

  1. Employment:

    • You must be recognized as an employee and have completed some work for your employer. This encompasses individuals on fixed-term contracts, full-time, part-time, casual, and agency workers.
    • Self-employed individuals, volunteers, and unpaid workers do not qualify for SSP.
  2. Earnings:
    • Your average earnings before tax must be at least £123 per week. This is calculated based on your earnings in the 8 weeks preceding the onset of sickness.
    • Employees with less than 8 weeks of earnings still meet the criteria for SSP.
  3. Length of Illness:

    • You must have been unwell for a consecutive period of at least 4 days, including non-working days. This is referred to as a “period of incapacity for work.”
    • The initial 3 days of your illness are not covered by SSP unless you meet one of the following exceptions:
      • The period of incapacity commenced before March 25, 2022, and was due to COVID-19.
      • You have received SSP in the last 8 weeks, and it already included a 3-day waiting period before SSP payments commenced.

Benefits of Statutory Sick Pay

Benefits of Statutory Sick Pay

Statutory Sick Pay (SSP) in the UK provides financial support to employees who cannot work due to illness and brings a range of benefits. SSP helps alleviate the financial burden that can arise when someone falls ill and is unable to earn their regular income.

Employee Benefits:

  1. Financial Stability: SSP ensures employees receive a portion of their regular income during illness, aiding in covering essential expenses and preventing financial strain.
  2. Reduced Stress: The assurance of financial support allows employees to concentrate on recovery without the added stress of monetary concerns.
  3. Enhanced Morale and Loyalty: Employers demonstrating commitment to employees’ well-being through financial support during challenging times can boost morale and foster loyalty.
  4. Quicker Recovery: With reduced financial pressure, employees can prioritize their health, potentially leading to a swifter recovery.
  5. Decreased Illness Spread: By staying home when unwell, employees can prevent the spread of illness among colleagues, reducing the overall impact on the workplace.

Employer Benefits:

  1. Diminished Absenteeism: SSP serves as an incentive for employees to stay home when sick, contributing to lower absenteeism and increased productivity.
  2. Enhanced Morale and Retention: Providing financial aid during illness demonstrates care for employees, elevating morale and potentially reducing turnover.
  3. Lightened Colleague Workloads: SSP helps alleviate increased stress and potential burnout among colleagues, as absent employees can recover and return sooner.
  4. Decreased Workplace Illness Risk: Encouraging sick employees to stay home aids in preventing the spread of illness within the workplace, fostering a healthier and safer environment.
  5. Compliance with Legal Obligations: SSP is a mandatory program in the UK, obligating employers to provide it to eligible employees to comply with legal requirements.

Additionally, being eligible for SSP may entitle individuals to other benefits, such as Housing Benefits or Universal Credit, if they meet certain criteria. These additional forms of assistance can provide further relief during periods of illness.

How Much is Statutory Sick Pay in UK?

Statutory Sick Pay (SSP) is an important benefit that provides financial support to UK employees when they cannot work due to illness or injury. It is a legal requirement for employers to provide SSP, and it can help alleviate some of the financial burden workers face during ill health.

So, how much is Statutory Sick Pay in the UK? Currently, the standard rate of SSP is £109.40 per week. This amount remains fixed regardless of your salary or hours worked. However, it’s worth noting that not all employees will be eligible for SSP, and there are certain criteria that need to be met.

What Happens When Sick Pay Runs Out?

Benefits of Statutory Sick Pay

When your statutory sick pay (SSP) runs out, you may be concerned about what happens next. After all, being out of work due to illness can significantly impact your finances and overall well-being.

One option available is to apply for other forms of financial support, such as Employment and Support Allowance (ESA). ESA assists individuals who cannot work due to illness or disability and do not qualify for SSP anymore.

Another possibility is exploring any workplace benefits or insurance policies that cover extended sickness periods. These could offer additional financial protection beyond the duration of SSP.

Maintaining open communication with your employer throughout this process is also crucial. They may have alternative arrangements in place, such as flexible working hours or remote work options, that could help ease the transition back into employment.

Remember, every situation is unique, so seeking professional advice tailored specifically to your circumstances is essential when considering what steps to take once your sick pay runs out.

Statutory Sick Pay Rules for Employers

In the United Kingdom, Statutory Sick Pay (SSP) is a crucial provision that ensures employees who are unable to work due to illness still receive income. As an employer, understanding and adhering to SSP rules is vital to fulfill your legal obligations and support your employees during challenging times.

As an employer, your duties include:

  1. Calculating and Paying SSP: Determine eligibility and pay SSP directly to eligible employees, regardless of their usual payment method.
  2. Record-Keeping: Maintain records of SSP payments for a minimum of 3 years.
  3. Reporting to HMRC: Report SSP payments to HM Revenue and Customs (HMRC) as required by law.

Employees are responsible for:

  1. Timely Notification: Inform the employer of the illness within 7 days of falling ill.
  2. Medical Documentation: Provide a doctor’s note if the sickness persists for more than 7 days.
  3. Returning to Work: Resume work as soon as medically fit to do so.

SSP and Additional Benefits: Employees receiving SSP may also qualify for other benefits, including:

  1. Company Sick Pay
  2. Statutory Maternity Pay
  3. Statutory Paternity Pay
  4. Statutory Adoption Pay

For employers with over 250 employees:

  1. Electronic Reporting: Report SSP payments to HMRC electronically via the Government Gateway website.
  2. Remissions: In exceptional circumstances, employers unable to pay SSP can apply for remissions from HMRC. However, these are granted sparingly.

Seeking Assistance: For any uncertainties regarding SSP eligibility or inquiries about rights and obligations, employers and employees alike can contact the National Insurance helpline at 0800 141 2035.

Further Resources: Employers can find additional information on SSP by visiting the official HMRC website or by reaching out to the National Insurance helpline for expert guidance.

Understanding and complying with SSP rules not only ensures legal adherence but also promotes a supportive work environment where employees’ well-being is a top priority.


As we wrap up this discussion on statutory sick pay in the UK, it’s important to remember the key points we’ve covered. Statutory Sick Pay (SSP) is a benefit that provides financial support to employees who are unable to work due to illness or injury. Understanding how much statutory sick pay is in the UK and familiarizing yourself with eligibility requirements can be crucial when facing an illness or injury.

By being informed about your rights and entitlements, you can navigate these challenging circumstances more effectively and ensure adequate financial assistance during times of need.

FAQ – How Much is Statutory Sick Pay in UK?

FAQ - How Much is Statutory Sick Pay in UK?

How is statutory sick pay calculated?

Calculating statutory sick pay in the UK is based on a specific formula. To determine how much you will receive, various factors come into play. It’s important to note that your employer pays statutory sick pay, not the government. The calculation begins with your average weekly earnings before tax deductions are made. Divide the weekly rate by the number of sick days taken.

What is the maximum statutory sick pay?

The government determines the maximum amount of Statutory Sick Pay (SSP) that an employee can receive in the UK. It can be paid depending on the employee’s presence; it is paid for a maximum of 28 weeks. For the first three days of qualified sick leave, an employer is not required to provide statutory sick pay.

How do I claim Statutory Sick Pay from my employer?

You need to follow a few steps to claim Statutory Sick Pay (SSP) from your employer. Inform your employer as soon as possible about your illness and absence from work. This can usually be done by phone or email, but checking your company’s specific policies is advisable.

Your employer may also require you to provide them with a self-certification form (SC2) on the first day of sickness or after seven days if the illness persists. This form allows you to explain the reason for your absence due to sickness.

After providing the necessary documentation, your employer should start paying SSP from the fourth consecutive day of sick leave. It’s important to note that SSP is not payable for the first three days unless stated otherwise in your employment contract.

How much SSP do I get if I work 3 days a week?

If you work part-time and wonder how much Statutory Sick Pay (SSP) you would receive, it depends on the number of days you work in a week. SSP costs £99.35 weekly for illnesses lasting up to 28 weeks.

What to claim after SSP runs out?

Once your Statutory Sick Pay (SSP) period comes to an end, you may be wondering what options are available for financial support. You can able to claim the following:


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