Stat sick pay (SSP) is a government-mandated financial benefit in the UK that employers must pay to eligible employees who are off work due to illness. It provides a minimum income during short-term sickness absence, ensuring basic financial support while working is not possible.
SSP applies only to employees who meet specific criteria set by HM Revenue & Customs (HMRC). It is not automatically granted and requires both the employee and employer to satisfy conditions such as minimum earnings and sickness duration. Employers are legally required to pay SSP if the employee qualifies, regardless of company policy.
As of April 2024, the weekly rate for SSP is £124.35. This amount is set annually by the UK government and adjusted based on inflation. Employees cannot receive SSP for more than 28 weeks in a single continuous period. After that, they may qualify for Employment and Support Allowance (ESA) if they remain unable to work.
Employers calculate SSP based on the employee's qualifying period. To qualify, an employee must have earned at least £146 per week (before tax) in the 8 weeks before their sickness began. They must also be off work due to illness for at least four consecutive days, including weekends and public holidays.
The first three days of sickness are known as the "waiting period." Employers do not pay SSP for these days unless the employee's contract provides otherwise. From day four onward, SSP becomes payable. Payments continue until the employee returns to work, reaches the 28-week limit, or is medically fit to return.
If an employee is absent for more than 28 weeks, they stop receiving SSP. At that point, they may apply for ESA through the Department for Work and Pensions (DWP). SSP does not cover long-term disability or chronic conditions beyond the 28-week threshold.
SSP applies only to employees, not contractors, freelancers, or self-employed individuals. It does not extend to those on maternity leave, paternity leave, or adoption leave. Part-time workers qualify if they meet the earnings and absence thresholds.
Employees must inform their employer of their illness within the timeframe specified by company policy, usually within 7 days. Failure to notify promptly may result in delayed or denied SSP payments. Employers may request a fit note (sick note) from a doctor after seven days of absence.
Common misunderstandings include thinking SSP is paid automatically or that it covers all absences. In reality, it only applies to sickness-related absences lasting four or more days. It does not cover stress-related absences unless confirmed by a medical professional as a physical illness.
There are two main types of sick pay in the UK: statutory sick pay (SSP) and contractual sick pay. SSP is a legal minimum. Contractual sick pay is an additional benefit offered by some employers, often based on length of service or salary level.
| Feature | Statutory Sick Pay (SSP) | Contractual Sick Pay |
|---|---|---|
| Rate | £124.35/week (April 2024) | Varies by employer; often higher than SSP |
| Duration | Max 28 weeks per illness episode | Can last longer; depends on contract |
| Eligibility | Must earn £146+/week and be off work ≥4 days | Defined by employer policy; may require longer service |
| Payment Responsibility | Employer | Employer |
Some employers offer enhanced sick pay schemes that pay 100% of salary for up to 13 weeks. These are not mandatory and depend on company policy. Employees should review their employment contract or staff handbook to understand their entitlements.
Consider Sarah, a full-time office worker earning £350 per week. She falls ill on Monday and takes time off. Her employer confirms she meets the SSP threshold: her weekly earnings exceed £146, and she is absent for five consecutive days.
Day 1-3: Waiting period. No SSP paid.
Day 4: Employer begins SSP. Payment starts on Wednesday.
Day 5: Sarah returns to work. Employer pays SSP for one day (Wednesday).
Total SSP paid: £124.35 ÷ 7 days × 1 day = £17.76. This amount is added to her regular wages for the week.
If Sarah had been off for 10 days, she would have received SSP for 7 days (days 4-10), totaling £124.35 × 1 = £124.35 for the week.
Many assume SSP is paid from the first day of illness. This is incorrect. The first three days are unpaid unless the employer's contract offers earlier coverage. Some employers mistakenly believe they can withhold SSP if the employee doesn't submit a fit note immediately. However, the fit note is only required after seven days.
Another misconception is that SSP applies to mental health issues. While depression and anxiety can qualify if diagnosed as a physical illness by a GP, they must be supported by medical evidence. Self-reported stress without clinical confirmation does not trigger SSP.
A lesser-known fact: employers can reclaim SSP payments from HMRC under certain conditions. If an employer pays SSP and the employee earns less than £124.35 per week, the employer may claim back up to 92% of the cost through the HMRC online portal. This reduces the financial burden on small businesses.
After 28 weeks of continuous SSP, the employee stops receiving it. If they remain unable to work, they must apply for Employment and Support Allowance (ESA) through the DWP. ESA is means-tested and assessed via a Work Capability Assessment (WCA).
Employees who are still unfit for work after 28 weeks may qualify for ESA, which provides a higher weekly rate than SSP. The standard rate for ESA is £74.35 per week (as of April 2024), but higher rates exist for those with severe conditions.
If an employee returns to work after being off for several weeks, they may resume normal pay. Employers must confirm the return date and update payroll records accordingly. Any missed SSP payments due to administrative delays must be corrected promptly.
In 2022, I managed payroll for a small retail business with 12 employees. One team member was absent for 14 days due to a viral infection. We processed SSP correctly: notified HMRC, paid £124.35 for 11 days (excluding the first three), and filed the claim form. The process took 48 hours using HMRC's online system. Reimbursement arrived in 10 days. The employee returned to work without financial strain.
Stat sick pay ensures a baseline income for UK workers during temporary illness. It is not a substitute for long-term disability benefits or private insurance. Employees should understand their rights and report absences early. Employers must maintain accurate records and comply with HMRC guidelines.
Stat sick pay is a important safety net. It supports workforce stability and helps illness does not lead to immediate financial hardship. Knowing the rules, limits, and application steps helps both employees and employers act confidently during unexpected absences.