Occupational Sick Pay Calculator UK 2025/26

SSP in 2025/26 is £109.40 per week. It is payable from the 4th day of sickness (the first 3 days are 'waiting days') for up to 28 weeks. You qualify if you earn at least £123/week (the lower earnings limit). Employees earning below this do not qualify for SSP. SSP is paid by the employer, not HMRC.

Occupational sick pay is contractual sick pay paid above the SSP minimum, based on your employment contract. A common OSP structure is: 1 month full pay and 2 months half pay after 1 year's service; 2 months full and 2 months half after 2 years; 3 months full and 3 months half after 3+ years. Your contract sets out your specific entitlement.

No. SSP is the legal minimum that all qualifying employees must receive. If your occupational sick pay scheme pays more, you receive OSP. If your scheme pays less, or you have no scheme, you receive at least SSP. Employers cannot contractually exclude SSP — any attempt to do so is legally void.

A fit note (Statement of Fitness for Work) is issued by a GP or hospital doctor. Employers can typically require a fit note from the 8th day of sickness absence (first 7 days can be self-certified). The fit note says either 'not fit for work' or 'may be fit for work with adjustments'. From July 2022, other healthcare professionals can also issue fit notes.

When occupational sick pay is exhausted, employees drop to SSP if they are still within the 28-week SSP period. After 28 weeks of SSP (or if not eligible for SSP), employees may claim Employment and Support Allowance (ESA) or Universal Credit. Employers should conduct welfare meetings and consider reasonable adjustments before dismissal.

SSP has 3 waiting days before payments begin. However, many occupational sick pay schemes begin from day one of absence (no waiting days). Check your employment contract. If you were off sick less than 2 weeks ago and are off again, the two absences may be 'linked' and waiting days may not apply to the second absence.

There is no qualifying period for SSP — you must be paid SSP from day 4 of sickness regardless of how long you have worked for the employer (as long as you earn above the lower earnings limit). For occupational sick pay, your contract will specify a qualifying period, typically after 1, 2, or 5 years' service.

No. Your employer cannot legally require you to take annual leave in place of sick leave if you are genuinely ill. However, you have the right to carry over unused annual leave accrued during sick leave to the next holiday year (up to 4 weeks under Working Time Regulations, or more if your contract provides).

A return to work interview is a meeting with your line manager after any period of absence. It is the most effective method of reducing absenteeism. The interview typically covers the reason for absence, any outstanding work, any support needed, and ensures medical clearance has been obtained if required. It is not a disciplinary meeting.

If you work part-time, SSP is paid at £109.40/week regardless of your hours (as long as you meet the earnings threshold). Occupational sick pay should be pro-rated based on your contracted hours. For example, a 0.5 FTE employee on a scheme offering 3 months' full pay receives 3 months at 50% of their full-time equivalent salary.

Employees on sick leave continue to accrue statutory annual leave (5.6 weeks under WTR). Holiday cannot be taken during sick leave without employee agreement. Employees can request to take annual leave during sick leave. Unused statutory leave from sick periods can be carried over to the next holiday year.

Capability dismissal for long-term sickness is possible but requires fair procedure: medical investigation, occupational health referral, reasonable adjustment consideration, consultation with the employee, and adequate notice. Employment tribunals expect employers to follow a fair process. Employees with disabilities have stronger protections under the Equality Act 2010.