Statutory Sick Pay (SSP) Calculator UK 2026/27 — Check Eligibility & Calculate Entitlement
Statutory Sick Pay (SSP) is the minimum amount your employer must pay you when you are off sick. For 2026/27 the weekly rate is £123.25, paid from your first day of sickness — the old 3-day unpaid waiting period and minimum earnings requirement were both abolished from 6 April 2026. Use our free calculator to estimate your total SSP and understand your rights when off sick in the UK.
SSP 2026/27: £123.25/week (or 80% of average weekly earnings if lower). No minimum earnings requirement and no waiting days from 6 April 2026. 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 (2026/27)
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 2023/24 to 2026/27
| Tax Year | Weekly SSP Rate | Daily Rate (÷7) | Lower Earnings Limit | Waiting Days |
|---|---|---|---|---|
| 2023/24 | £109.40 | £15.63 | £123/week | 3 |
| 2024/25 | £116.75 | £16.68 | £123/week | 3 |
| 2026/27 | £118.75 | £16.96 | £125/week | 3 |
| 2026/27 | £123.25 | £17.61 | None (abolished) | 0 (abolished) |
From 6 April 2026, the Employment Rights Act 2025 made two major changes to SSP: the Lower Earnings Limit was scrapped, so everyone qualifies regardless of pay (with low earners getting 80% of average weekly earnings instead of the full flat rate), and the three unpaid waiting days were abolished, so SSP now starts from your first day of sickness.
SSP From Day 1 — No More Waiting Days
Before 6 April 2026, the first 3 qualifying days of a new sickness period were unpaid "waiting days," and SSP only started on the 4th day. That rule has been abolished. Any sickness absence starting on or after 6 April 2026 is paid from the very first qualifying day (a day you're contracted to work).
Linked Periods of Sickness
If you have two or more periods of sickness within 8 weeks of each other, they are still "linked" into a single period of incapacity for work (PIW) for the purposes of your overall 28-week SSP entitlement — the days paid in a linked period count towards the same 28-week limit, rather than resetting. Since waiting days no longer exist, linking no longer affects when SSP starts; it mainly matters for tracking how much of your 28 weeks you've used.
Who Does NOT Qualify for SSP?
- Self-employed people and workers who are not classified as employees
- 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
Note: from 6 April 2026 there is no minimum earnings requirement — the Lower Earnings Limit was abolished, so low earners now qualify too (at 80% of their average weekly earnings if that's less than the £123.25 flat rate).
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 the eligibility criteria — you must be an employee, unable to work due to illness, and not have exhausted your 28-week SSP entitlement. There's no minimum earnings requirement or minimum illness length from 6 April 2026.
- 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.