Falling ill can be stressful enough without worrying about your income. If you are employed and unable to work because of illness, you may be entitled to Statutory Sick Pay, commonly known as SSP.
Understanding how Statutory Sick Pay works can help you know what financial support is available, how long it can be paid for and what to do if your employer cannot pay it.
This guide explains everything you need to know in simple language, including eligibility rules, payment amounts, application steps, common mistakes and where to find additional support.
Statutory Sick Pay is the minimum amount that eligible employers must pay qualifying employees who are unable to work because they are sick. It is paid by your employer rather than directly by the Government. To qualify, you normally need to earn at least the Lower Earnings Limit, be classed as an employee and have been off work for at least four consecutive qualifying days due to illness.
Statutory Sick Pay is a legal entitlement that provides eligible employees with financial support when they cannot work because of illness.
Rather than receiving your normal wages, you may receive Statutory Sick Pay if you satisfy the qualifying conditions.
The payment is intended to provide temporary financial assistance while you recover and return to work.
Unlike many other benefits, SSP is paid through your employer’s payroll and is subject to tax and National Insurance in the same way as normal earnings.
| Question | Answer |
|---|---|
| Who pays SSP? | Your employer |
| Is it taxable? | Yes |
| Is National Insurance deducted? | Yes |
| Do you need to apply to the Government? | No |
| Is it means tested? | No |
You may qualify if all of the following apply.
Many people incorrectly believe self employed workers receive Statutory Sick Pay. This is not usually the case because SSP only applies to employees.
To receive Statutory Sick Pay, several conditions must normally be met.
You must generally be employed under a contract of employment.
Agency workers may also qualify depending on their employment arrangements.
You must be off work because of physical illness, mental health conditions, injury or another qualifying medical condition.
Your sickness must normally last for at least four consecutive qualifying days.
Qualifying days are the days you would usually be expected to work.
You should inform your employer as soon as reasonably possible following your workplace sickness reporting procedure.
For the first seven calendar days you can usually self certify your illness.
If your illness lasts longer, your employer may ask for a fit note from your GP or another authorised healthcare professional.
Yes.
To qualify, your average earnings must usually be at least the Government’s Lower Earnings Limit for National Insurance purposes.
Average earnings are normally calculated over a specified period before your sickness begins.
| Earnings | Likely outcome |
| Above the Lower Earnings Limit | May qualify if other conditions are met |
| Below the Lower Earnings Limit | Usually not eligible for SSP |
If you do not qualify because of low earnings, you may still qualify for other financial support.
No.
Your savings, investments and property do not affect Statutory Sick Pay.
Unlike many means tested benefits, SSP is based on your employment and earnings rather than your financial circumstances.
| Benefit | Savings affect entitlement? |
| Statutory Sick Pay | No |
| Universal Credit | Yes in some circumstances |
| Pension Credit | Yes in some circumstances |
The Government sets the Statutory Sick Pay rate each tax year.
If you qualify, your employer pays the current weekly SSP amount through payroll for up to 28 weeks.
If your normal earnings are lower than the SSP amount, or your employer has a more generous occupational sick pay scheme, different rules may apply.
| Situation | Payment |
| Eligible employee | Current Government SSP rate |
| Maximum payment period | Up to 28 weeks |
| Paid by | Employer |
| Taxable | Yes |
Always check the latest Government rates because they usually change each April.
You do not usually submit a separate application.
Instead, you should notify your employer that you are unable to work because of illness.
Tell your employer as soon as possible.
Follow your employer’s sickness reporting procedure.
Complete any self certification forms if requested.
Provide a fit note if your employer requires one after the self certification period.
Your employer calculates and pays SSP through payroll if you qualify.
If your employer decides you are not entitled to SSP, they should explain why.
Although the process is straightforward, your employer may request supporting evidence.
This could include:
Keeping accurate records can help avoid delays.
Many delays happen because simple requirements are overlooked.
Avoid these common mistakes.
Always follow your employer’s sickness reporting rules.
Self employed people usually need to explore other support instead.
Provide medical evidence promptly if requested.
Savings have no effect on Statutory Sick Pay.
Payments are generally limited to 28 weeks.
Sarah works full time in retail.
She develops pneumonia and is signed off work for three weeks.
She informs her employer immediately, provides a fit note after the self certification period and receives Statutory Sick Pay through payroll.
Outcome
Sarah receives SSP while recovering before returning to work.
Michael works only a few hours each week and earns below the Lower Earnings Limit.
He becomes ill for two weeks.
Outcome
He is unlikely to qualify for SSP because his earnings are below the qualifying threshold. He may wish to explore Universal Credit or other support.
Emma works in an office and her employer provides enhanced occupational sick pay.
Outcome
Her employer pays more than the minimum SSP because their company sick pay policy is more generous.
| Situation | Outcome |
| Employee earning above the Lower Earnings Limit | May qualify |
| Employee below earnings threshold | Usually not eligible |
| Self employed worker | Usually not eligible |
| Employer offers enhanced sick pay | May receive more than SSP |
Yes. Part time employees can qualify if they meet the earnings and eligibility requirements.
Yes. SSP is treated as taxable income.
Yes, if you meet the qualifying conditions and your illness is unrelated to maternity leave rules.
Some agency workers qualify depending on their employment arrangements.
Some people may receive Universal Credit alongside SSP depending on their financial circumstances.
Eligible employees can usually receive SSP for up to 28 weeks.
If you remain unable to work, you may need to consider other financial support such as Universal Credit or Employment and Support Allowance where applicable.
Not necessarily.
Some employers offer occupational sick pay schemes that pay more than the legal minimum.
Yes.
Mental health conditions can qualify if they prevent you from working and you meet the eligibility rules.
Ask your employer for an explanation.
If you believe the decision is incorrect, seek advice and check the official Government guidance.
Yes, provided you meet the qualifying conditions for each period of sickness.
Depending on your circumstances, you may also qualify for other assistance.
These include:
Each benefit has its own eligibility criteria.
The most reliable information comes directly from official Government sources.
Useful resources include:
These organisations regularly update their information when rules change.
This article has been reviewed against current UK Government guidance relating to Statutory Sick Pay.
Every effort has been made to ensure the information is accurate, easy to understand and reflects current rules. Benefit regulations can change during the year, particularly following Government announcements or annual uprating.
Readers should always confirm the latest eligibility criteria, payment rates and application requirements before making financial decisions.
Understanding what Statutory Sick Pay is can help remove uncertainty during an already difficult time.
If you become too ill to work, SSP may provide valuable short term financial support while you recover. Eligibility depends mainly on your employment status, earnings and the length of your illness rather than your savings or personal wealth.
Reporting your sickness promptly, providing medical evidence when required and understanding your rights can help ensure payments are made without unnecessary delays.
If you are not entitled to Statutory Sick Pay, do not assume there is no help available. Other benefits and support may still be available depending on your circumstances.
Benefits Advice UK provides free information to help people better understand the UK benefits system. Always check the latest Government guidance before making financial decisions.
Information on this site is based on official UK guidance.
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