UK Statutory Sick Pay Calculator- Free SSP Calculator

UK Statutory Sick Pay Calculator – Free SSP Calculator | Super-Calculator.com

UK Statutory Sick Pay Calculator

Calculate your SSP entitlement for 2025/26 – £118.75 per week with 3 waiting days

2025/26 SSP Key Figures

Weekly Rate

£118.75

Lower Earnings Limit

£125/week

Waiting Days

3 days

Maximum Duration

28 weeks

Average Weekly Earnings£500

Working Days Per Week5 days

First Day of Sickness

Expected Return Date

Linked to Previous Absence?

Total SSP Entitlement

£0.00

Weekly SSP Rate

£118.75

Daily SSP Rate

£23.75

Qualifying Days

0 days

Waiting Days

3 days

Payable Days

0 days

Total Weeks

0 weeks

How SSP Works: Enter your weekly earnings and sickness dates above. SSP is paid at £118.75 per week for up to 28 weeks. The first 3 qualifying days are waiting days with no pay.

Your SSP Breakdown

0 0 0 0 0

Qualifying Days0 days

Waiting Days0 days

Payable Days0 days

Weekly Rate£118.75

Total SSP
£0.00

Lost to Waiting Days

£0.00

Weeks Remaining (of 28)

28 weeks

Sickness Absence Calendar

Waiting Day (No Pay)

SSP Paid

Non-Qualifying Day

Week	Qualifying Days	Payable Days	SSP Amount

Understanding UK Statutory Sick Pay: Complete Guide to SSP Entitlements and Calculations

Statutory Sick Pay (SSP) represents one of the most important workplace protections available to employees in the United Kingdom. When illness strikes and you cannot work, understanding your SSP entitlements becomes essential for financial planning during recovery. This comprehensive guide explains everything you need to know about SSP in the 2025/26 tax year, including eligibility requirements, calculation methods, waiting days, and what happens when your SSP entitlement ends.

Whether you are an employee wanting to understand your rights or an employer ensuring compliance with UK employment law, this guide provides the detailed information you need. Our free UK Statutory Sick Pay Calculator above helps you instantly determine your SSP entitlement based on your specific circumstances.

What is Statutory Sick Pay and How Does It Work

Statutory Sick Pay is a legal minimum payment that employers must provide to eligible employees who are too ill to work. The scheme ensures workers receive financial support during periods of sickness absence, helping to maintain household income when normal earnings are disrupted. SSP is paid by employers but is funded through adjustments to their National Insurance contributions.

The SSP system operates on qualifying days, which are typically the days an employee would normally work. For most employees, this means Monday through Friday, though qualifying days can differ based on individual employment contracts. Understanding your qualifying days is crucial because SSP is only payable for these specific days during your sickness absence.

Employers are legally required to pay SSP to eligible employees. Failure to do so can result in HMRC intervention and potential penalties. Some employers offer enhanced sick pay schemes that provide more generous benefits than the statutory minimum, and these contractual sick pay arrangements often incorporate SSP as the base entitlement.

Key Point: SSP is a Minimum Standard

SSP represents the legal minimum sick pay. Many employers offer enhanced occupational sick pay schemes that provide full or partial salary during illness. Always check your employment contract or staff handbook for details of your company's sick pay policy.

SSP Rates for 2025/26 Tax Year

For the 2025/26 tax year running from 6 April 2025 to 5 April 2026, the weekly SSP rate is set at £118.75. This rate is reviewed annually by the government and typically increases in line with inflation. The rate applies uniformly regardless of your normal earnings, meaning high earners and those on lower salaries receive the same weekly SSP amount provided they meet the eligibility criteria.

To qualify for SSP, your average weekly earnings must meet or exceed the Lower Earnings Limit, which stands at £125 per week for the 2025/26 tax year. This threshold ensures that employees making meaningful National Insurance contributions are protected during illness. Those earning below this threshold may instead be eligible for alternative benefits through the Department for Work and Pensions.

The maximum duration for SSP is 28 weeks in any single period of incapacity for work. Once you have received SSP for 28 weeks, your entitlement ends and you may need to transition to other benefits such as Employment and Support Allowance. This limitation makes it important for employees with long-term health conditions to plan ahead and understand the available support options.

SSP Weekly Rate Calculation

Weekly SSP = £118.75 (fixed rate if eligible)

The SSP rate is fixed regardless of your normal salary. However, you must earn at least £125 per week on average to qualify. SSP is paid for qualifying days only, with 3 waiting days at the start of each period of incapacity.

Eligibility Requirements for SSP

Meeting the eligibility criteria for SSP requires satisfying several conditions. First, you must be classified as an employee under UK employment law. This means workers on zero-hours contracts, agency workers, and those on fixed-term contracts may be eligible, while genuinely self-employed individuals are not covered by SSP provisions.

The earnings requirement stipulates that your average weekly earnings must equal or exceed £125. This calculation considers earnings over an eight-week reference period before the start of your sickness absence. Regular payments, overtime, bonuses, and commission are typically included when calculating average weekly earnings.

You must be incapable of work due to illness or disability to qualify for SSP. This incapacity must last for at least four consecutive days, including weekends and public holidays, even if these are not your normal working days. A single day of illness does not trigger SSP entitlement due to the four-day minimum requirement.

Additionally, you must have started work with your employer and not be within a linked period of incapacity where previous SSP entitlement has been exhausted. The linking rules mean that two periods of sickness separated by 8 weeks or less are treated as a single period for SSP purposes.

Key Point: The Four-Day Rule

SSP only becomes payable when you are sick for four or more consecutive days. Brief illnesses lasting one to three days do not qualify for SSP, though your employer's occupational sick pay scheme may cover these shorter absences.

Understanding Waiting Days and Their Impact

One of the most frequently misunderstood aspects of SSP is the waiting day requirement. The first three qualifying days of any period of incapacity for work are designated as waiting days during which no SSP is payable. These waiting days apply to each new period of sickness unless it is linked to a previous absence.

Qualifying days are the days you would normally be required to work. For an employee working Monday to Friday, these five days are the qualifying days. If you fall ill on a Wednesday and remain sick through the following Tuesday, you would have seven calendar days of absence but only five qualifying days (Wednesday, Thursday, Friday, Monday, Tuesday). The first three of these qualifying days are waiting days with no SSP payment.

The waiting day rule means that short illnesses of four to six qualifying days result in minimal SSP payments. For instance, an employee sick for exactly four qualifying days receives SSP for only one day after the three waiting days are deducted. This structure encourages employees to use annual leave or rely on employer sick pay schemes for minor illnesses while reserving SSP for more significant health issues.

When periods of sickness are linked (separated by 8 weeks or less), the waiting days do not reset. This provision protects employees with recurring health conditions from repeatedly losing three days of SSP entitlement for each episode of illness.

Calculating SSP Payment Days

Payable Days = Total Qualifying Days - 3 Waiting Days

From your total qualifying days of sickness, subtract 3 waiting days. Multiply the remaining days by the daily SSP rate (£118.75 divided by qualifying days per week) to determine your total SSP entitlement.

How to Calculate Your Daily SSP Rate

While SSP is quoted as a weekly rate, actual payments are calculated based on qualifying days. The daily rate depends on your working pattern and the number of qualifying days in your standard week. For employees working a traditional five-day week, the daily SSP rate equals £118.75 divided by 5, which is £23.75 per qualifying day.

Part-time workers with fewer qualifying days per week receive a higher daily rate because the same weekly amount is divided by fewer days. An employee working three days per week would receive £118.75 divided by 3, equalling £39.58 per qualifying day. This calculation ensures that all employees receive equivalent weekly SSP regardless of their working pattern.

Understanding your daily rate helps you accurately predict your SSP income during extended illness. By knowing exactly how much you will receive each qualifying day after the waiting period, you can better manage your finances and plan for any income shortfall compared to your normal salary.

Example Calculation: Two-Week Sickness Absence

Sarah works Monday to Friday (5 qualifying days per week) and earns £500 per week. She is sick from Monday 6th January to Friday 17th January (10 qualifying days total).

Calculation:

Qualifying days: 10 (both weeks Monday-Friday)

Less waiting days: 3

SSP payable days: 7

Daily rate: £118.75 ÷ 5 = £23.75

Total SSP: 7 × £23.75 = £166.25

Maximum SSP Duration and the 28-Week Limit

The 28-week maximum represents a critical boundary for SSP entitlement. Once you have received SSP for 28 weeks in a single period of incapacity (or linked periods), your employer is no longer required to pay SSP. This limitation applies regardless of whether you remain unable to work due to illness.

The 28-week clock resets only when you return to work and complete at least 8 weeks without any sickness absence that would link to your previous incapacity. Short returns to work followed by further illness may result in linked periods, continuing to count against your 28-week entitlement rather than starting a fresh period.

Planning ahead becomes essential as you approach the 28-week limit. Employees in this situation should explore Employment and Support Allowance, Universal Credit, and other benefits that may provide continuing financial support. Your employer must issue an SSP1 form when your SSP ends, which you can use to apply for these alternative benefits.

Some employers offer extended sick pay beyond the 28-week SSP period through occupational sick pay schemes. Reviewing your employment contract and discussing options with your HR department well before reaching the SSP limit can help ensure a smooth transition to alternative support.

Key Point: The SSP1 Form

When your SSP entitlement ends or if you are not eligible for SSP, your employer must provide you with an SSP1 form. This document is essential for claiming Employment and Support Allowance or other benefits and explains why SSP has ended or was not payable.

Linked Periods of Incapacity Explained

The linking rules for SSP are designed to prevent employers from repeatedly deducting waiting days for employees with recurring health conditions. Two periods of sickness are linked if they are separated by 8 weeks or fewer. When periods are linked, they count as a single continuous period for SSP purposes.

Linked periods have two main effects. First, waiting days are not served again during the second period of sickness. Second, the days of both periods count towards the 28-week maximum. This means an employee with multiple linked absences may exhaust their SSP entitlement faster than someone with a single continuous absence.

Understanding linking is particularly important for employees with chronic conditions that cause intermittent absences. Keeping accurate records of all sickness absences helps both employees and employers track SSP entitlement and anticipate when the 28-week limit might be reached.

The 8-week gap required to break the link is measured in calendar weeks, not qualifying days. Returning to work for exactly 8 weeks and then falling ill again would still result in linking. Only absences separated by more than 8 complete weeks are treated as separate periods of incapacity.

SSP and Other Benefits: What You Need to Know

SSP interacts with various other benefits and payments in the UK welfare system. Understanding these interactions helps you maximise your financial support during illness. Statutory Maternity Pay, Statutory Paternity Pay, and Statutory Adoption Pay cannot be received simultaneously with SSP, though employees may transition between these benefits under specific circumstances.

Universal Credit can be claimed alongside SSP if your total income remains within eligible limits. The SSP you receive is counted as earned income for Universal Credit purposes, which may affect your benefit entitlement. Employees receiving low levels of SSP relative to their normal earnings may find their Universal Credit increases to compensate for lost income.

Employment and Support Allowance becomes the primary benefit option when SSP ends. There are two types: contributory ESA based on National Insurance contributions and income-related ESA for those with limited income and savings. Most employees moving from SSP to ESA will apply for the contributory version initially.

Personal Independence Payment is an entirely separate benefit that helps with extra costs caused by long-term illness or disability. PIP is not affected by SSP and can be claimed simultaneously, providing additional support for those with qualifying health conditions.

Employer Responsibilities and SSP Compliance

Employers have significant legal obligations regarding SSP. They must pay SSP to all eligible employees from the first qualifying day after waiting days, regardless of business size or financial circumstances. There is no small employer exemption for SSP, and all employers must include SSP provisions in their payroll systems.

Record-keeping requirements mandate that employers maintain accurate records of all sickness absences and SSP payments. These records must be retained for at least three years and may be inspected by HMRC. Proper documentation protects both employers and employees in disputes about SSP entitlement.

Employers cannot require employees to use annual leave instead of claiming SSP, though employees may choose to do so to receive their full normal pay. Similarly, employers cannot dismiss employees solely for claiming SSP, as this could constitute unfair dismissal and potentially disability discrimination under the Equality Act 2010.

When an employee is not eligible for SSP or their SSP ends, the employer must complete and provide an SSP1 form within seven days. This form explains the reason SSP is not payable and enables the employee to claim alternative benefits.

Key Point: Sick Notes and Medical Evidence

For absences of seven days or less, employees can self-certify their illness. For absences exceeding seven days, employers can request a fit note from a GP or hospital doctor. Employers cannot demand medical evidence for the first seven days of absence.

Self-Certification and Fit Notes

The evidence requirements for SSP depend on the length of your absence. For sickness lasting up to seven calendar days, you can self-certify your illness using your employer's self-certification form or the government's SC2 form. This declaration confirms you were genuinely ill without requiring medical verification.

For absences exceeding seven calendar days, your employer can require a fit note from a medical professional. Fit notes, previously called sick notes, are issued by doctors and may declare you either unfit for work or potentially fit for work with certain adjustments. A fit note stating you could work with modifications gives your employer the opportunity to accommodate your return.

Fit notes are free from the NHS when obtained from your GP during a consultation. Private fit notes are available more quickly but involve a consultation fee. The fit note must cover the relevant period of absence, and employers may request additional fit notes for continuing absences.

Electronic fit notes have become increasingly common, making it easier to share medical evidence with employers. Digital fit notes are legally equivalent to paper versions and can be emailed directly to your employer or accessed through the NHS App.

What Happens When SSP Ends

When your 28-week SSP entitlement ends, several options become available depending on your circumstances. The most common next step is claiming Employment and Support Allowance, which provides financial support for those unable to work due to illness or disability. Your employer's SSP1 form is required to initiate this claim.

Universal Credit may be an alternative or supplement to ESA, particularly for those with other household income or savings that affect ESA eligibility. The transition from SSP to Universal Credit requires a new claim and assessment of your circumstances.

Some employees may be able to return to work in a modified capacity. Discussing workplace adjustments with your employer could enable a phased return or alternative duties that accommodate your health condition. The Equality Act 2010 requires employers to make reasonable adjustments for employees with disabilities.

Private income protection insurance, if you have coverage, may provide benefits when SSP ends. Check your policy terms as many income protection plans have waiting periods that align with SSP duration, designed to begin payments when statutory support ends.

SSP for Different Employment Types

Agency workers are generally entitled to SSP from their agency rather than the end client. The agency is considered the employer for SSP purposes, and standard eligibility rules apply. Agency workers must meet the earnings threshold based on payments from the agency during the relevant reference period.

Zero-hours contract workers can qualify for SSP if they meet the earnings requirement. Their average weekly earnings are calculated based on payments received over the eight-week reference period before illness began. Irregular work patterns may result in earnings below the threshold, excluding some zero-hours workers from SSP.

Fixed-term contract employees have the same SSP rights as permanent staff for the duration of their contract. If a fixed-term contract ends during a period of sickness, SSP payments cease on the contract end date. Any remaining SSP entitlement is lost unless employment continues with the same employer.

Directors of limited companies who are also employees may qualify for SSP based on their salary payments. Dividend income does not count towards the earnings threshold. Directors paying themselves a low salary to minimise tax may find themselves below the SSP eligibility threshold.

Disputes and Appeals Process

If you believe your employer has incorrectly denied or underpaid your SSP, several resolution options exist. The first step is raising the issue directly with your employer's payroll or HR department, as many disputes result from administrative errors that can be quickly corrected.

Unresolved disputes can be referred to HMRC, which has authority to investigate SSP compliance and order employers to make correct payments. To initiate an HMRC investigation, complete form SSP1 if provided by your employer, or contact HMRC directly explaining the dispute.

Employment tribunals can hear cases involving SSP disputes, particularly where the denial relates to alleged discrimination or unfair treatment. Legal advice is recommended before pursuing tribunal claims, though initial consultations with ACAS are required before most tribunal proceedings can begin.

Appeals against HMRC decisions follow standard tax dispute procedures. If HMRC rules against your SSP claim, you can request a review or appeal to the tax tribunal. Time limits apply to appeals, so prompt action is essential when challenging unfavourable decisions.

Key Point: Document Everything

Keep copies of all sickness notifications, fit notes, payslips showing SSP, and correspondence with your employer. This documentation is essential if you need to dispute your SSP entitlement through HMRC or an employment tribunal.

Planning Your Finances During Long-Term Illness

Extended illness can significantly impact household finances, making careful planning essential. SSP at £118.75 per week represents a substantial reduction from most salaries, requiring budget adjustments to maintain financial stability during recovery.

Priority bills such as mortgage or rent, council tax, and utilities should be addressed first. Many utility companies and local authorities offer support schemes for those experiencing temporary income reduction. Contact creditors early to discuss payment adjustments rather than falling into arrears.

Benefits maximisation involves ensuring you claim all support to which you are entitled. Universal Credit, Council Tax Reduction, and Personal Independence Payment may supplement your SSP income. Charitable organisations such as Turn2us and StepChange provide free advice on managing finances during illness.

Insurance policies you may have purchased could provide additional support. Income protection, critical illness cover, and mortgage payment protection insurance all have different triggers and conditions. Review your policies early in any significant illness to understand when benefits might become payable.

Frequently Asked Questions

What is the current SSP rate for 2025/26?

The SSP rate for the 2025/26 tax year is £118.75 per week. This is a fixed rate that applies to all eligible employees regardless of their normal salary. The rate is reviewed annually and typically increases in April each year. To receive SSP, you must earn at least £125 per week on average.

How many waiting days are there before SSP is paid?

There are 3 waiting days at the start of any period of incapacity for work. These waiting days are qualifying days on which you would normally work, and no SSP is payable during them. If your periods of sickness are linked (within 8 weeks of each other), you do not serve additional waiting days for the subsequent period.

How long can I receive SSP?

SSP can be paid for a maximum of 28 weeks in any single period of incapacity for work. If multiple periods of sickness are linked (separated by 8 weeks or less), they count as one period towards the 28-week limit. After 28 weeks, you may need to claim Employment and Support Allowance or other benefits.

What is the Lower Earnings Limit for SSP eligibility?

The Lower Earnings Limit for SSP in 2025/26 is £125 per week. You must earn at least this amount on average to qualify for SSP. Your average earnings are calculated over the 8 weeks before your sickness begins. If you earn less than £125 per week, you cannot claim SSP but may be eligible for Universal Credit or other benefits.

Can I claim SSP if I work part-time?

Yes, part-time workers can claim SSP if they meet the eligibility criteria, including earning at least £125 per week on average. Your qualifying days will be the days you normally work, and your daily SSP rate will be £118.75 divided by the number of qualifying days in your week. This means part-time workers receive the same weekly amount as full-time employees.

What are qualifying days for SSP purposes?

Qualifying days are the days on which you are required to work under your employment contract. For most employees working Monday to Friday, these are their qualifying days. SSP is only paid for qualifying days, and the 3 waiting days are also counted from qualifying days only. Weekends and public holidays only count if they are your normal working days.

Do I need a sick note to claim SSP?

For absences of 7 days or less, you can self-certify your illness without a sick note. For absences exceeding 7 calendar days, your employer can require a fit note from a doctor. The fit note is free from your NHS GP and can be provided as a digital or paper document. Your employer cannot require medical evidence for the first 7 days.

What happens when my SSP runs out after 28 weeks?

When SSP ends after 28 weeks, your employer must provide you with form SSP1. You can use this form to claim Employment and Support Allowance or apply for Universal Credit. Some employers offer occupational sick pay that continues beyond SSP. You should begin exploring these options before your SSP ends to avoid a gap in income.

Can my employer refuse to pay SSP?

Employers can only refuse SSP if you do not meet the eligibility criteria. If you are a genuine employee, earn at least £125 per week, and are incapable of work due to illness, your employer must pay SSP. If your employer wrongly refuses SSP, you can report this to HMRC who can investigate and order payment. Employers who refuse legitimate SSP claims face penalties.

What is a linked period of incapacity?

A linked period occurs when two separate absences are within 8 weeks of each other. When periods are linked, they are treated as one continuous period for SSP purposes. This means you do not serve waiting days again, but both periods count towards your 28-week maximum. Absences more than 8 weeks apart start fresh periods with new waiting days.

Is SSP taxable income?

Yes, SSP is treated as taxable income and is subject to Income Tax and National Insurance deductions where applicable. Your employer will apply these deductions through PAYE, just as they would with your normal wages. The SSP amount of £118.75 is the gross figure before any deductions are made.

Can I receive SSP and Universal Credit at the same time?

Yes, you can claim Universal Credit while receiving SSP. The SSP is counted as earned income for Universal Credit purposes, which may reduce your Universal Credit entitlement. However, if your SSP represents a significant drop from your normal earnings, Universal Credit can help make up some of the difference depending on your household circumstances.

How do I calculate my daily SSP rate?

Divide the weekly SSP rate of £118.75 by the number of qualifying days in your normal working week. For a five-day week, the daily rate is £23.75. For a three-day week, the daily rate is £39.58. This ensures all employees receive the same weekly amount regardless of their working pattern.

What if I become ill while on annual leave?

If you become ill during pre-booked annual leave, you can request to reclaim those leave days and receive SSP instead. You must notify your employer as soon as possible and may need to provide evidence of your illness. This allows you to preserve your annual leave entitlement for when you have recovered. Your employer cannot force you to use annual leave for sickness.

Are agency workers entitled to SSP?

Yes, agency workers can receive SSP from their agency if they meet the eligibility criteria. The agency is considered the employer for SSP purposes. Agency workers must earn at least £125 per week on average and meet all other standard requirements. Irregular assignments may affect whether the earnings threshold is met.

Can I claim SSP if I am on a zero-hours contract?

Zero-hours contract workers may qualify for SSP if they earn at least £125 per week on average over the 8-week reference period. Their qualifying days are based on the days they would have been expected to work based on their established working pattern. Variable hours may make it difficult to meet the earnings threshold or establish qualifying days.

What is the SSP1 form and when do I receive it?

The SSP1 form is a document your employer must provide when SSP is not payable or when it ends. It explains why you are not receiving SSP and is needed to claim Employment and Support Allowance or other benefits. Your employer should provide it within 7 days of SSP ending or when they determine you are not eligible.

Can I return to work part-time while receiving SSP?

SSP does not allow for partial payments during part-time returns. If you return to work for any qualifying day, you are not entitled to SSP for that day. However, your employer may offer a phased return where you work some days and receive SSP for days you cannot work, provided you remain incapable of working those days due to your illness.

How does SSP differ from occupational sick pay?

SSP is the legal minimum employers must pay, while occupational sick pay is an enhanced benefit some employers choose to offer. Occupational sick pay often provides full or partial salary during illness and may last longer than 28 weeks. Your employment contract or staff handbook will detail any occupational sick pay scheme. Occupational sick pay usually incorporates SSP within the total payment.

What if my employer does not have a sick pay scheme?

Even employers without occupational sick pay schemes must pay SSP to eligible employees. SSP is a statutory right that applies regardless of what is written in your contract. If your employer has no enhanced scheme, you will receive the standard SSP rate of £118.75 per week for up to 28 weeks. Your employer cannot contractually exclude you from SSP entitlement.

Can I be dismissed while receiving SSP?

Employers cannot dismiss you simply for being ill or claiming SSP, as this could constitute unfair dismissal. However, after following proper procedures, an employer may eventually dismiss an employee on grounds of capability if long-term illness means they can no longer perform their job. Any dismissal must be reasonable and follow correct procedures including considering adjustments and alternatives.

Does SSP affect my state pension?

Receiving SSP does not negatively affect your state pension entitlement. While on SSP, you are treated as having paid National Insurance contributions for state pension purposes. This protection ensures that periods of illness do not create gaps in your National Insurance record that might reduce your eventual state pension.

What evidence can my employer request for SSP?

For the first 7 days of absence, employers can only request self-certification. After 7 days, they can require a fit note from a doctor. Employers cannot demand additional medical reports or occupational health assessments as a condition of paying SSP, though they may request these for other employment purposes. The fit note is sufficient medical evidence for SSP.

How is SSP paid to me?

SSP is paid through your normal payroll on your usual pay date. It appears on your payslip like regular wages, with tax and National Insurance deducted where applicable. Your employer handles all SSP payments and claims no reimbursement from the government. You receive SSP in the same manner as your normal salary.

Can I do other work while claiming SSP?

If you are too ill to do your normal job but can perform other limited activities, this can create complications for SSP. Generally, if you are well enough to work elsewhere, you may not be entitled to SSP from your main employer. However, legitimate recovery activities or very light duties that do not constitute work may be acceptable. Honesty with your employer is essential to avoid disputes.

What is the difference between a fit note and a sick note?

Fit note is the current official term for what was previously called a sick note. Fit notes can declare you either unfit for work or potentially fit for work with adjustments. This change was made to encourage discussion about what work you might be able to do during recovery, rather than simply certifying you as unable to work at all.

How do bank holidays affect SSP?

Bank holidays only affect SSP if they are among your qualifying days. For most employees with Monday-Friday contracts, bank holidays are not qualifying days as they would not normally work on these days anyway. If you would normally work on a bank holiday, it counts as a qualifying day for SSP purposes. This varies based on your individual employment contract.

Can I claim SSP for mental health conditions?

Yes, SSP covers all illnesses that make you incapable of work, including mental health conditions such as depression, anxiety, and stress. The same eligibility rules apply as for physical illnesses. You may self-certify for the first 7 days and should obtain a fit note from your GP for longer absences. Mental health conditions are treated the same as physical health conditions for SSP purposes.

What happens if I am sick during my notice period?

You can still claim SSP during your notice period if you become ill. Your employer must continue paying SSP until your employment ends or until you recover, whichever comes first. Your notice period continues to run while you are sick, and your employment ends on the scheduled date unless extended by agreement with your employer.

How do I notify my employer that I am sick?

Follow your employer's absence reporting procedures, which are usually detailed in your contract or staff handbook. Most employers require notification before your shift starts or within a specified time. You should provide an estimate of how long you expect to be absent. Failure to follow proper notification procedures could delay or complicate your SSP claim, though it cannot disqualify you entirely if you were genuinely ill.

Conclusion

Understanding your Statutory Sick Pay entitlements is essential for financial planning during illness. The 2025/26 SSP rate of £118.75 per week, combined with the 3 waiting days and 28-week maximum duration, forms the foundation of sick pay protection for UK employees. While SSP provides vital support, the relatively modest amount compared to most salaries means additional planning may be needed for extended absences.

Our UK Statutory Sick Pay Calculator helps you quickly determine your SSP entitlement based on your specific circumstances. By entering your average weekly earnings, sickness dates, and working pattern, you can see exactly how much SSP you may receive and plan your finances accordingly. Remember that SSP represents the legal minimum, and your employer may offer enhanced sick pay provisions through occupational schemes.

If you have questions about your SSP entitlement or believe your employer has incorrectly handled your claim, resources are available through HMRC and ACAS. Understanding your rights and the proper procedures helps ensure you receive the support to which you are entitled during periods of illness.