SSP Calculator 2025/26
Enter the number of days you have been off sick to calculate your SSP entitlement.
SSP Rate 2025/26
| Tax Year | Weekly SSP Rate | Daily Rate (÷5) | Max Payable (28 wks) |
|---|---|---|---|
| 2025/26 | £116.75 | £23.35 | £3,269.00 |
| 2024/25 | £116.75 | £23.35 | £3,269.00 |
| 2023/24 | £109.40 | £21.88 | £3,063.20 |
Who Is Eligible for SSP?
To receive Statutory Sick Pay, you must satisfy the following conditions on each day you claim:
Eligibility Requirements
- You are classed as an employee — workers on zero-hours contracts may qualify if they earn enough.
- You have been sick for at least 4 consecutive qualifying days (a "Period of Incapacity for Work" or PIW).
- Your average weekly earnings are at least £123 (the Lower Earnings Limit for 2025/26).
- You are aged 16 or over.
- You have told your employer you are sick within their required notification deadline (usually no later than 7 days from the first day of sickness).
Who Cannot Claim SSP
- Self-employed individuals (consider income protection insurance instead).
- Employees who have already received 28 weeks of SSP in the same period of incapacity or linked periods.
- Employees who are in legal custody.
- Employees whose sickness began while they were receiving SMP, SPP or SAP.
- Agency workers and some zero-hours contract workers below the LEL threshold.
Waiting Days — The First 3 Days Are Unpaid
The first 3 qualifying days of any period of sickness are known as waiting days. No SSP is paid for these days. SSP becomes payable from the 4th qualifying day onwards.
Days 1–3: Waiting Days (unpaid)
These are qualifying days but SSP is not payable. The employee must still notify their employer of their sickness.
Day 4 onwards: SSP Begins
SSP at £116.75/week becomes payable from this point, calculated at the daily rate for each qualifying day.
Day 7: Fit Note May Be Required
Self-certification covers the first 7 calendar days. After 7 days, your employer can require a fit note from a GP or healthcare professional.
Week 28: SSP Ends
SSP is payable for a maximum of 28 weeks. After this, the employee should claim Employment and Support Allowance (ESA) or Universal Credit.
Self-Certification and Fit Notes
Self-Certification (First 7 Days)
For sickness absences lasting up to 7 calendar days, you can self-certify your illness. This means you complete your employer's self-certification form (or equivalent) explaining your absence. You do not need to visit a doctor for absences of 7 days or fewer.
Fit Notes (After 7 Days)
For absences lasting more than 7 calendar days, your employer may require a fit note (previously called a "sick note" or "doctor's note"). A fit note can be issued by:
- A GP (general practitioner)
- A hospital doctor
- A nurse, physiotherapist, occupational therapist or pharmacist with appropriate training (since July 2022)
A fit note can state either that you are "not fit for work" or "may be fit for work" with adjustments (such as reduced hours, amended duties, phased return or workplace adaptations).
Record Keeping
Employers are required to keep records of all SSP paid, self-certification forms and fit notes. These records must be kept for at least 3 years after the end of the tax year to which they relate. HMRC can inspect these records during a compliance check.
Enhanced Sick Pay — Beyond the Statutory Minimum
SSP is the legal minimum. Many employers, particularly in the public sector, offer enhanced (contractual) sick pay schemes that provide more generous benefits. Common arrangements include:
| Length of Service | Typical Enhanced Sick Pay |
|---|---|
| Less than 1 year | 1 month full pay, then SSP |
| 1–2 years | 2 months full pay, 2 months half pay, then SSP |
| 2–5 years | 3 months full pay, 3 months half pay, then SSP |
| 5+ years | 6 months full pay, 6 months half pay, then SSP |
These are illustrative examples — your actual entitlement depends on your contract. Check your contract of employment or staff handbook for your employer's specific sick pay policy.
When SSP Ends — Your Options
When you have received the maximum 28 weeks of SSP, or if you do not qualify for SSP, you have several options to claim financial support:
Employment and Support Allowance (ESA) / Universal Credit
If you are unable to work due to illness or disability after SSP ends, you may be able to claim New Style Employment and Support Allowance (ESA) or Universal Credit with a health condition element. Your employer must give you an SSP1 form within 7 days of SSP ending (or before SSP ends if they know it will end early) to assist with your claim.
Key Points About SSP1 Form
- The SSP1 form confirms why your SSP is ending or why you don't qualify for SSP.
- You need this form to claim ESA or Universal Credit.
- Your employer must provide it promptly — failure to do so is an offence.
- You can also request an SSP1 if your employer refuses to pay SSP and you disagree.
Impact on Other Benefits
Receiving SSP may affect your entitlement to means-tested benefits such as Universal Credit, Housing Benefit, and Council Tax Reduction. SSP is treated as earned income for benefits assessment purposes. If you are already claiming Universal Credit when you become ill, you do not need to report SSP separately — your employer reports it via RTI (Real Time Information) to HMRC automatically.
Small Employers and SSP
All employers — regardless of size — must pay SSP to eligible employees. The government abolished the general SSP Percentage Threshold Scheme (PTS) in April 2014, which previously allowed small employers with high sickness rates to reclaim a portion of SSP from HMRC.
Current Position
Currently, employers cannot reclaim SSP from HMRC. SSP is an employer cost. However, a temporary Statutory Sick Pay Rebate Scheme (SSPRS) was introduced during the COVID-19 pandemic to allow small and medium-sized businesses to reclaim SSP for COVID-related absences. This scheme has now closed.