From 6 April 2026, all employees in the UK qualify for statutory sick pay (SSP) regardless of their earnings — the lower earnings limit has been abolished by the Employment Rights Act 2025. The weekly SSP rate is £123.25 (2026/27), payable from the first qualifying day of illness with no waiting period. You must be classed as an employee (not self-employed) and be too ill to work on a day you are contracted to work. Updated June 2026.
Source: Social Security Contributions and Benefits Act 1992, s.151–157 (as amended by Employment Rights Act 2025); acas.org.uk/checking-sick-pay.
What the law says
Statutory sick pay is governed by the Social Security Contributions and Benefits Act 1992 (sections 151–157). The Employment Rights Act 2025 (sections 1–10) made three significant changes that took effect from 6 April 2026:
- The lower earnings limit was abolished. Previously, employees needed average weekly earnings of at least £125 to qualify. That threshold no longer applies.
- Waiting days were abolished. Previously, the first three qualifying days of illness were unpaid "waiting days." From 6 April 2026, SSP is payable from the first qualifying day.
- A proportionate payment method was introduced. SSP is the lower of £123.25 per week or 80% of average weekly earnings. £154.06 is the mathematical break-even point at which 80% of earnings equals the flat rate (£154.06 × 80% = £123.25); it is not a statutory earnings threshold you must reach. Employees earning below £154.06 per week receive 80% of their average weekly earnings. Employees earning £154.06 or more receive the flat rate. There is no minimum earnings requirement to qualify for SSP from 6 April 2026.
Source: legislation.gov.uk/ukpga/2025; gov.uk/statutory-sick-pay.
Who qualifies for SSP
You qualify for SSP if you meet all of the following conditions:
1. You must be an employee
SSP applies to employees — people engaged under a contract of employment. This includes:
- Full-time and part-time employees.
- Employees on zero-hours contracts.
- Agency workers employed under a contract with the agency (not the client).
- Employees on fixed-term contracts.
SSP does not apply to the genuinely self-employed, sole traders, or company directors without a contract of employment with their company.
2. You must have done some work for your employer
You must have started work under your contract — SSP does not apply before your first day of work, even if you have signed a contract. There is no minimum period of service required for SSP eligibility.
3. You must be too ill to work on a qualifying day
A qualifying day is a day you are contracted to work. You must be unable to work on that day because of illness, injury, or disability. SSP is not paid for annual leave days or non-working days.
4. You must notify your employer
You must follow your employer's notification procedure. If they have not set one, you must notify them within seven days of the start of your absence. Failing to notify in time may result in losing some SSP.
Source: SSCBA 1992, s.151–155; gov.uk/statutory-sick-pay/eligibility; acas.org.uk/checking-sick-pay.
Evidence of sickness
Self-certification (days 1–7)
For the first seven calendar days of illness, you self-certify your absence using your employer's form, the government's SC2 form, or simply a written statement. You do not need a GP fit note.
Fit notes (day 8 onwards)
From the eighth day, your employer can request a fit note. Fit notes can be issued by:
- A GP or hospital doctor
- A registered nurse
- An occupational therapist
- A pharmacist
- A physiotherapist
A fit note may say either "not fit for work" or "may be fit for work" — the latter allows for a phased return, amended duties, altered hours, or workplace adaptations.
Source: gov.uk/taking-sick-leave; acas.org.uk/checking-sick-pay.
How long SSP lasts
SSP is payable for a maximum of 28 weeks in a single period of incapacity for work (PIW). A PIW is a period of four or more consecutive calendar days of illness.
Two PIWs are "linked" — and treated as a single PIW for the 28-week count — if they are separated by fewer than eight weeks. Linking matters if you have recurring illnesses: repeated absences close together can exhaust your 28-week entitlement faster than you might expect.
When your SSP ends, your employer must issue you an SSP1 form. You may then be eligible for New-Style Employment and Support Allowance or Universal Credit.
Source: SSCBA 1992, s.157; gov.uk/statutory-sick-pay/what-youll-get.
SSP and contractual sick pay
SSP is the statutory minimum. Many employers operate enhanced contractual sick pay schemes that pay more — for example, full pay for a period of illness before SSP takes over, or full pay for a set number of weeks per year. You are entitled to whichever is higher: your contractual sick pay or SSP. You cannot receive less than SSP while you qualify under the statutory scheme.
Check your employment contract or staff handbook for your employer's sick pay policy. Source: acas.org.uk/checking-sick-pay.
Calculate your sick pay
Use the free statutory sick pay calculator to work out your SSP entitlement for any period of sickness. Enter your average weekly earnings and number of qualifying sick days for an instant result. Updated for day-one rights and the 2026/27 rate of £123.25 per week.
Frequently asked questions
See the FAQ below for sourced answers to the most common SSP eligibility questions. For individual disputes about entitlement — including employer refusals to pay SSP — see ACAS or use the ACAS helpline.
For the ERA 2025 changes that affected SSP eligibility, see day-one sick pay explained. For the current SSP rate and how it is calculated, see statutory sick pay rates 2026. For the employer compliance checklist, see the Employment Rights Act 2025 employer checklist.
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