Statutory Sick Pay Calculator
Rates effective: 6 April 2026SSCBA 1992, s.151 (as amended)No sign-up required
Changed from 6 April 2026: SSP now starts from day one of illness — no waiting days. All employees qualify regardless of earnings. Lower earners receive 80% of their average weekly earnings if that is less than £123.25. (Employment Rights Act 2025)
Frequently asked questions
How much statutory sick pay am I entitled to in 2026?
From 6 April 2026, statutory sick pay (SSP) is £123.25 per week if your average weekly earnings are £154.06 or more. If your AWE is below £154.06 per week, you receive 80% of your AWE instead. This lower-of formula was introduced by the Employment Rights Act 2025.
When does SSP start? Are there still waiting days?
From 6 April 2026, SSP is payable from the first day of illness. The three-day waiting period was abolished by the Employment Rights Act 2025. You no longer need to be sick for four days before SSP becomes payable.
Do I qualify for statutory sick pay?
From 6 April 2026, you qualify for SSP if you are classed as an employee (not a worker or self-employed) and you are too ill to work. The Lower Earnings Limit was removed by the ERA 2025 — there is no minimum earnings threshold. Agency workers and those on irregular hours may qualify if they are employed under a contract of employment.
How long can I receive SSP?
SSP is payable for a maximum of 28 weeks per period of incapacity for work. If two periods of sickness are separated by fewer than 8 weeks, they are linked and treated as a single period. After 28 weeks, you may be able to claim other benefits such as Universal Credit or Employment and Support Allowance.
What is the qualifying days rule for SSP?
SSP is calculated based on your qualifying days — the days you are contractually required to work. For a standard 5-day working week, the daily SSP rate is £123.25 ÷ 5 = £24.65. For part-time workers, the daily rate is divided by your actual qualifying days per week.
Can my employer offer more than statutory sick pay?
Yes. Statutory sick pay is the legal minimum. Many employers operate enhanced sick pay schemes that pay full salary for a period, then a reduced rate, before dropping to SSP. Check your employment contract, staff handbook, or HR policy. Any enhanced sick pay must be at least as much as SSP — it cannot be less.