What Is Statutory Sick Pay (SSP)?

Being too unwell to work is stressful enough without worrying about money, so the law sets a floor on what employees should receive when they are off sick. Statutory Sick Pay, usually shortened to SSP, is that floor. It is not generous, and not everyone qualifies, but knowing how it works helps you understand your rights and plan if illness keeps you away from work. This guide explains who is eligible, how long it lasts, and what to do if it is refused. This is general information, not legal advice.

What it is

Statutory Sick Pay is the minimum amount an employer must legally pay an eligible employee who is too ill to work. It is a statutory right, meaning it comes from the law rather than from the goodwill of your employer, and most employees are entitled to it once they meet the conditions.

SSP is paid by your employer in the same way as your normal wages, through payroll, with tax and National Insurance deducted as usual. It is paid for the days you would ordinarily have worked — known as qualifying days — rather than for every calendar day you are off.

The amount is a flat weekly rate set by the government, the same for everyone who qualifies regardless of their usual salary. Because that rate is reviewed and changes over time, the current figure should be checked on GOV.UK rather than assumed.

Statutory Sick Pay is a legal minimum, not a target. Many employers pay more through their own sick pay schemes, but they cannot lawfully pay an eligible employee less than SSP.

Who qualifies

To be entitled to SSP you generally need to meet a few conditions:

• You are classed as an employee and have done some work for your employer.
• You earn at least a minimum average amount each week, before tax.
• You have been off sick for a qualifying number of days in a row, including non-working days.
• You tell your employer you are sick within their deadline (or seven days if they have none).

The requirement to be off for several consecutive days matters: the first few qualifying days of sickness are usually unpaid "waiting days", and SSP starts only after them, unless your periods of sickness are linked. The earnings test also excludes some lower-paid and irregular workers.

Crucially, not everyone is covered. Many self-employed people are not entitled to SSP at all, and certain other workers fall outside it. If you are unsure how you are classified, the distinction between employee and worker status matters a great deal for sick pay and other rights, and Acas can help you understand where you stand.

How long it lasts and how it is paid

SSP is not open-ended. It can be paid for up to a maximum number of weeks for a single period of sickness, or for periods that are "linked" because they fall close together. Once that maximum is reached, SSP stops even if you remain unwell.

Practical points worth knowing:

1. SSP is paid only on qualifying days — the days you would normally work.
2. Waiting days at the start usually carry no SSP unless periods of sickness link up.
3. Your employer can ask for reasonable evidence of sickness, such as a fit note from a healthcare professional after a week off.
4. SSP counts as earnings, so it goes through payroll with the usual deductions.

If your absence is going to be long, it helps to know what comes next. When SSP runs out, or if you never qualified, you may be able to claim other support such as Universal Credit, depending on your household circumstances. Thinking ahead about a financial buffer is exactly why building an emergency fund matters, and mapping reduced income into a budget that works can ease the pressure of a drop in pay.

Company sick pay and the bigger picture

Many employers offer contractual or occupational sick pay that is more generous than SSP — sometimes full pay for a set period, tapering down over time. Where that exists, it is set out in your contract or staff handbook, and it usually includes SSP rather than being paid on top of it.

Because company schemes vary so widely, your contract is the place to look first. Whatever the scheme, your employer cannot lawfully pay an eligible employee less than SSP, and they cannot dismiss you simply for being off sick without following a fair process — issues on which Citizens Advice and Acas both give free guidance.

What to do if SSP is refused

If you believe you qualify but your employer will not pay, take these steps:

• Ask your employer to explain in writing why they are refusing, using the official form designed for this.
• Check the reason against the eligibility rules on GOV.UK.
• If you still disagree, you can ask HMRC to make a formal decision on your entitlement.
• Get free advice from Acas or Citizens Advice if you are unsure of your rights.

Keeping copies of fit notes, messages to your employer and your contract makes any dispute easier to resolve.

The bottom line

Statutory Sick Pay is the legal minimum your employer must pay if you are an eligible employee who is too ill to work, paid through payroll for your normal working days up to a maximum number of weeks. Not everyone qualifies — the earnings test and employee status are key — and many employers offer more through company sick pay. If SSP is refused unfairly, you can challenge it through HMRC and seek free help from Acas or Citizens Advice. Always check the current rate and rules on GOV.UK.