Statutory Sick Pay

Statutory Sick Pay (SSP) is the legal minimum an employer must pay an eligible employee who is off sick. It is paid by the employer through payroll, like wages, with tax and National Insurance deducted, for up to 28 weeks of a period of sickness. The weekly rate is set by the government and reviewed each April — the current figure is on GOV.UK.

Who qualifies

Broadly, an employee qualifies if they are classed as an employee for SSP purposes (which can include agency and zero-hours staff), their average earnings reach the lower earnings limit, and they are off sick for the qualifying number of days. Historically SSP has started after three unpaid waiting days, but the eligibility rules — including waiting days and the earnings threshold — are an active area of reform, so check GOV.UK for the current position before applying them.

Evidence and good practice

Employees can self-certify for the first seven calendar days; after that a fit note from a healthcare professional is the standard evidence. Keep simple records of absence dates and SSP paid. Many employers run a contractual sick pay scheme that tops up SSP — that is a choice, but SSP itself is the floor, not optional.

Social Security Contributions and Benefits Act 1992 and the Statutory Sick Pay (General) Regulations 1982 — the weekly rate is set by the government, reviewed each April; guidance on GOV.UK.

Related terms

• Payslip
• PAYE
• Statutory holiday entitlement