Based on your answers, you qualify for statutory sick pay.
SSP Weekly Rate
£118.75
Qualifying Days Sick
0
Waiting Days
3
Paid Days
0
Total SSP Due
£0
Weeks Remaining
28
Week
Qualifying Days
Paid Days
SSP Amount
Fit Note Required: If you're sick for more than 7 calendar days, you'll need a fit note from your doctor. For the first 7 days, you can self-certify.
Statutory Sick Pay Rates 2025/26
SSP Weekly Rate
£118.75
From April 2025
SSP Daily Rate
£23.75
Based on 5-day week
Waiting Days
3 days
Unpaid qualifying days
Maximum Duration
28 weeks
Then claim ESA
How SSP Daily Rate is Calculated
SSP is calculated by dividing the weekly rate (£118.75) by the number of qualifying days in your working week:
Working Days Per Week
Daily SSP Rate
7 days
£16.96
6 days
£19.79
5 days
£23.75
4 days
£29.69
3 days
£39.58
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How SSP Works
Report Your Sickness
Tell your employer you're sick within their deadline (or within 7 days if they haven't set one). Follow their absence reporting procedures.
Serve Waiting Days
The first 3 qualifying days (days you would normally work) are waiting days. SSP is not paid for these days.
Self-Certify (Days 1-7)
For the first 7 calendar days, you can self-certify your illness. Your employer may have a form, or you can write a note.
Get a Fit Note (Day 8+)
If you're sick for more than 7 calendar days, you need a fit note from your GP. This used to be called a sick note.
Receive SSP
SSP is paid from the 4th qualifying day for up to 28 weeks. It's paid on your normal pay day, with tax and NI deducted.
Eligibility Requirements
You CAN Get SSP If:
You're an employee with an employment contract
You've done some work for your employer
You've been sick for 4 or more days in a row (including non-working days)
You earn at least £123 per week on average (Lower Earnings Limit)
You told your employer within their deadline or within 7 days
You CANNOT Get SSP If:
You're self-employed
You've already had 28 weeks SSP for this illness
You're getting Statutory Maternity Pay
You're in the first 4 months of employment in certain circumstances
You earn less than £123 per week on average
Not Eligible? If you don't qualify for SSP, your employer must give you form SSP1. You may be able to claim Employment and Support Allowance (ESA) or Universal Credit instead.
Frequently Asked Questions
How much is statutory sick pay in 2025/26?
SSP is £118.75 per week for the 2025/26 tax year. This is paid by your employer for up to 28 weeks. You must earn at least £123 per week to qualify. Many employers have occupational sick pay schemes that pay more.
How long can you get SSP for?
You can receive SSP for up to 28 weeks for the same illness. SSP starts from the 4th qualifying day - the first 3 days are unpaid waiting days. After 28 weeks, you may be able to claim ESA.
Who qualifies for statutory sick pay?
To qualify you must be an employee, have done some work, be sick for 4+ days in a row, earn at least £123/week, and have told your employer within their deadline.
What are waiting days for SSP?
Waiting days are the first 3 qualifying days when SSP isn't paid. If you have linked periods of sickness (8 weeks or less apart), you don't serve waiting days again.
Do I need a sick note for SSP?
For the first 7 days, you can self-certify. After 7 calendar days, you need a fit note from your GP or hospital doctor.
Last updated: February 2026 | Verified with latest UK rates
Expert Reviewed — This calculator is reviewed by our team of financial experts and updated regularly with the latest UK tax rates and regulations. Last verified: February 2026.
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Complete the eligibility checklist - Tick each box that applies to you. You must meet all five criteria to qualify for Statutory Sick Pay: you must be an employee, have done some work for your employer, earn at least £123 per week, have been sick for 4 or more consecutive days, and have notified your employer within their deadline.
Enter total days sick - Include all calendar days you have been or expect to be sick, including weekends and non-working days. SSP rules count periods of incapacity in calendar days, not just working days.
Enter weeks of SSP already received - If you have already received SSP for the same illness or a linked illness in the current 28-week entitlement period, enter the number of weeks here. This ensures the calculator accounts for your remaining entitlement.
Select your qualifying days - Click the day buttons to indicate which days you normally work. These are your "qualifying days" for SSP purposes. The default is Monday to Friday, but adjust this if you work weekends or have a non-standard work pattern.
Click "Calculate SSP Entitlement" - The calculator will display your eligibility status, the number of qualifying days, waiting days, paid days, total SSP due, and a week-by-week breakdown of your entitlement.
Review the breakdown table - The detailed table shows how SSP is calculated for each week of your absence, including how the 3 waiting days are applied to the first qualifying days.
What You Need to Know About Statutory Sick Pay in the UK
How SSP Is Calculated
Statutory Sick Pay is calculated on a daily basis by dividing the weekly rate by the number of qualifying days (days you would normally work) in that week. For the 2025/26 tax year, the weekly SSP rate is £118.75. If you work a standard 5-day week (Monday to Friday), your daily SSP rate is £118.75 / 5 = £23.75 per qualifying day. If you work fewer days, the daily rate is higher because the same weekly amount is spread over fewer days.
SSP is paid through your employer's normal payroll on your usual pay day. Income Tax and National Insurance are deducted from SSP just as they would be from your normal wages. Your employer cannot refuse to pay SSP if you meet the eligibility criteria, and they must keep records of SSP payments for at least 3 years.
Understanding Waiting Days
The first 3 qualifying days of any period of sickness are called "waiting days" and are unpaid. A qualifying day is any day you would normally work. For example, if you normally work Monday to Friday and you fall ill on a Wednesday, your waiting days would be Wednesday, Thursday, and Friday. SSP would then start from the following Monday.
An important exception is linked periods of sickness. If you return to work and then fall sick again within 8 weeks (56 days), the two periods of sickness are "linked." This means you do not have to serve another set of waiting days for the second absence. However, the total SSP entitlement of 28 weeks still applies across both linked periods.
The Lower Earnings Limit (LEL)
To qualify for SSP, you must earn at least the Lower Earnings Limit (LEL) of £123 per week on average. This is calculated over the 8 weeks (for weekly paid employees) or 2 months (for monthly paid employees) immediately before your sickness began. If your earnings have been irregular, your employer should average your pay over this period. If you earn below the LEL, you cannot receive SSP, but you may be able to claim Employment and Support Allowance (ESA) or Universal Credit instead.
Fit Notes and Medical Evidence
For the first 7 calendar days of sickness (including weekends and non-working days), you can self-certify your illness. This means you simply tell your employer you have been unwell - no medical evidence is required. Your employer may ask you to complete a self-certification form (SC2 form) when you return to work.
From the 8th calendar day onwards, you will need a fit note (formerly called a sick note) from your GP, hospital doctor, or other approved healthcare professional. Since April 2022, nurses, occupational therapists, pharmacists, and physiotherapists can also issue fit notes. A fit note can state either "not fit for work" or "may be fit for work" with recommended adjustments such as amended duties, altered hours, or workplace adaptations.
Occupational Sick Pay vs SSP
Many UK employers offer occupational sick pay (also called contractual sick pay or company sick pay) that is more generous than the statutory minimum. Occupational sick pay schemes vary widely, but common arrangements include:
Full pay for a set period: Many employers pay full salary for the first 2-6 months of sickness, then half pay for a further period, before reverting to SSP. This is common in the public sector, the NHS, and larger private companies.
Enhanced SSP: Some employers top up SSP to a percentage of normal pay, such as 80% or 90% of salary.
No occupational sick pay: Some employers, particularly smaller businesses, only pay the statutory minimum SSP. Always check your employment contract or staff handbook for details of your company's sick pay policy.
Occupational sick pay counts as earnings and is subject to Income Tax and National Insurance. If your employer pays occupational sick pay that is equal to or more than the SSP rate, they do not have to pay SSP on top of it - the occupational pay incorporates SSP.
What Happens When SSP Ends
SSP can be paid for a maximum of 28 weeks for any single period of sickness or linked periods. If you are still unwell after your SSP entitlement ends, your employer must give you form SSP1 at least 4 weeks before your SSP ends (or when it is clear it will end). This form allows you to apply for alternative benefits:
Employment and Support Allowance (ESA): A benefit for people who have limited capability for work due to illness or disability. You will need to undergo a Work Capability Assessment to determine your eligibility.
Universal Credit: If you do not qualify for ESA, or prefer to claim Universal Credit, you can include the limited capability for work element in your UC claim.
Personal Independence Payment (PIP): If your illness or disability affects your daily living or mobility, you may also qualify for PIP, which is paid regardless of your employment status or income.
SSP and Your Employment Rights
Being off sick and claiming SSP does not affect your fundamental employment rights. Key protections include:
You continue to accrue holiday: Paid annual leave continues to build up during sickness absence. If you cannot take your holiday because of long-term sickness, you can carry it over to the next leave year.
Protection from unfair dismissal: Your employer cannot dismiss you simply for being sick. However, if your absence is long-term and is affecting the business, they may eventually be able to dismiss on grounds of capability, provided they follow a fair process including occupational health assessments and exploring reasonable adjustments.
Right to return to your job: After sickness absence, you have the right to return to the same job, or a suitable alternative if your original role is no longer available.
Pension contributions: Your pension contributions may be affected during SSP, depending on your scheme rules. Check with your pension provider or HR department.
SSP History and Recent Changes
The SSP rate has increased gradually over recent years. Here is a summary of recent SSP weekly rates:
2025/26: £118.75 per week
2024/25: £116.75 per week
2023/24: £109.40 per week
2022/23: £99.35 per week
2021/22: £96.35 per week
2020/21: £95.85 per week
During the COVID-19 pandemic, temporary changes were made to SSP rules: waiting days were removed for COVID-related absences, SSP started from day 1 of sickness, and the government operated a Statutory Sick Pay Rebate Scheme for small and medium employers. These temporary provisions have now ended, and standard SSP rules have been reinstated.
SSP for Employers: Key Responsibilities
If you are an employer in the UK, you have specific legal obligations regarding Statutory Sick Pay. Understanding these responsibilities helps avoid potential penalties from HMRC:
You must pay SSP: All employers, regardless of size, must pay SSP to eligible employees. Unlike before April 2014, employers can no longer reclaim SSP from HMRC (the Percentage Threshold Scheme was abolished).
Record keeping: You must keep records of all SSP payments, dates of sickness, and self-certification or fit notes for at least 3 years. HMRC can request these records during a compliance check.
Form SSP1: If you cannot pay SSP to an employee (for example, because they do not meet the eligibility criteria, or their SSP entitlement has been exhausted), you must provide them with form SSP1 so they can claim alternative benefits.
Do not penalise employees: Dismissing or disciplining an employee solely for claiming SSP is likely to constitute unfair dismissal. Employers should follow proper sickness absence management procedures.
Payroll processing: SSP is processed through your normal payroll system and is subject to PAYE tax and NI deductions. It counts as earnings for pension auto-enrolment purposes.
Alternatives to SSP for Self-Employed Workers
Self-employed individuals in the UK are not entitled to SSP because they do not have an employer. However, there are alternative forms of support available:
Employment and Support Allowance (ESA): Self-employed people who have paid sufficient Class 2 National Insurance contributions may qualify for contributory ESA if they are too ill to work. The current rate is up to £90.50 per week for the support group.
Universal Credit: If you have limited capability for work due to illness, you may be able to claim the limited capability for work-related activity element of Universal Credit, which adds £416.19 per month to your standard allowance.
Income protection insurance: Many self-employed people take out income protection insurance to provide a replacement income if they are unable to work due to illness or injury. Premiums vary but typically cost 1-5% of your income depending on your age, health, and occupation.
Critical illness cover: This pays a lump sum if you are diagnosed with a specified serious illness, which can help cover living expenses during recovery.