Statutory Sick Pay (SSP) Calculator UK 2025 — Check Eligibility & Calculate Entitlement
Statutory Sick Pay (SSP) is the minimum amount your employer must pay you when you are off sick. For 2025/26 the weekly rate is £116.75. Use our free calculator to check if you qualify and estimate your total SSP. Understand your rights when off sick in the UK.
SSP 2025/26: £116.75/week. Qualifying earnings limit: £123/week. SSP is paid for up to 28 weeks (196 days). After 28 weeks, your employer should issue an SSP1 form for potential ESA or Universal Credit claim.
Statutory Sick Pay: Your Full Rights Guide (2025)
Statutory Sick Pay is a legal entitlement for eligible employees under the Statutory Sick Pay Act 1982 and associated regulations. Your employer pays SSP directly to you as part of your normal payroll — it is not a benefit you claim from the government.
SSP Rates 2024/25 and 2025/26
| Tax Year | Weekly SSP Rate | Daily Rate (÷7) | Lower Earnings Limit |
|---|---|---|---|
| 2023/24 | £109.40 | £15.63 | £123/week |
| 2024/25 | £116.75 | £16.68 | £123/week |
| 2025/26 | £116.75 | £16.68 | £123/week |
The 4-Day Rule and Waiting Days
A period of sickness incapacity must last at least 4 consecutive days (including non-working days such as weekends) to trigger SSP eligibility. The first 3 qualifying days are unpaid "waiting days." SSP only starts from the 4th day.
Linked Periods of Sickness
If you have two or more periods of sickness within 8 weeks of each other, they are "linked" into a single period of incapacity for work (PIW). In a linked period, you do not serve waiting days again — SSP starts immediately from your first qualifying day off. This prevents employers from repeatedly re-applying waiting days to employees with chronic conditions.
Who Does NOT Qualify for SSP?
- Self-employed people and workers who are not classified as employees
- Employees earning below the Lower Earnings Limit (£123/week in 2025/26)
- Employees who have already received SSP for 28 weeks in the same period of incapacity
- Employees who are in legal custody
- Employees who are off work due to a trade dispute (strike)
- Pregnant employees within the disqualifying period (4 weeks before expected week of childbirth) — they should receive Statutory Maternity Pay instead
Enhanced Sick Pay Schemes
Many employers offer enhanced (contractual) sick pay above the statutory minimum. Common arrangements include:
- Full pay for a period, then SSP: E.g., full pay for 1 month, then SSP
- Graduated reduction: Full pay for 3 months, half pay for 3 months, then SSP
- Length of service-based entitlement: Longer-serving employees get more
Your employment contract, staff handbook, or collective agreement should set out any enhanced entitlement. If your employer has an enhanced scheme, they must apply it consistently — they cannot withhold contractual sick pay for discriminatory or unjustified reasons.
What to Do If Your Employer Won't Pay SSP
- Check you genuinely meet all the eligibility criteria (4+ day illness, earnings above £123/week, employee status).
- Provide your employer with the required evidence — usually a fit note (Med 3) from your GP for absences over 7 calendar days.
- Ask your employer to provide a written explanation of why SSP is being withheld — they are legally required to give you form SSP1.
- If still refused, contact the HMRC Statutory Payments Disputes Team on 0300 200 3500. HMRC can make a formal decision on whether SSP is due.
- You may also be able to bring an Employment Tribunal claim for unlawful deduction from wages.
After 28 Weeks — What Happens Next?
SSP ends after 28 weeks (196 days). When SSP ends, your employer must give you form SSP1. You may then be able to claim:
- Employment and Support Allowance (ESA): A benefit for people who cannot work due to illness or disability. Requires a Work Capability Assessment. Contribution-based ESA may be available if you have sufficient NI contributions.
- Universal Credit: If you are on a low income, you may be able to claim Universal Credit with a Limited Capability for Work element.
- Personal Independence Payment (PIP): If your condition affects your daily living or mobility, PIP may be available regardless of employment status. Use our PIP Eligibility Checker.