UK Employment Rights · 2026
UK Sick Pay Rights
Sick pay in the UK is one of the most-asked-about employment topics, partly because the statutory floor is so low and partly because the contractual enhancements vary so widely. After 12 years working with UK employers, I can tell you the standard patterns and where the gaps usually are. Most employees only check their sick pay terms when they actually need them — which is the worst time to discover you have just statutory cover.
The statutory floor
Statutory Sick Pay (SSP) is £116.75/week as of 2024-25, payable from day 4 of illness for up to 28 weeks. The first 3 days are 'waiting days' (unpaid unless your contract is more generous). Eligibility: you must earn above the Lower Earnings Limit (£123/week), be classed as an employee or worker, and report the illness in line with your employer's sick-leave procedure. Self-employed contractors generally aren't eligible for SSP — they may qualify for Universal Credit or Employment and Support Allowance instead, depending on circumstances.
What employers often add
Most professional UK employers offer enhanced contractual sick pay above SSP. Common patterns: full pay for 4 weeks then half pay for 4 weeks then SSP (entry-level), full pay for 12 weeks then half pay for 12 weeks (mid-career professional), full pay for 26 weeks (senior at established employers like financial services, NHS, large public sector). Some employers operate discretionary sick pay above contractual — particularly for serious illness or surgery recovery. Always check your contract specifically; handbook policies can change with 30 days' notice while contractual terms can't.
What to do if there's a dispute
- 1 Read your contract — specifically the sick pay clause and any references to handbook policies
- 2 Get a fit note from your GP from day 8 onwards (mandatory for most claims after a week)
- 3 Notify your employer in line with the company's sick-reporting policy — usually within the first day
- 4 If you suspect underpayment of SSP, raise it formally in writing; HMRC enforces SSP compliance
- 5 For longer-term illness, consider whether the company's permanent health insurance (PHI) covers you
Red flags that should worry you
- !Employer suggesting 'unpaid leave' instead of sick pay — usually a misunderstanding of statutory rights
- !Pressure to return before the fit note expires — potentially actionable as discrimination
- !Performance management started during illness — common managed-out tactic
- !Contractual sick pay that's much lower than industry norm for your role/sector — flag at offer stage, not after start
Where to get help
Acas helpline (0300 123 1100)
Free advice on sick pay and employer obligations
Citizens Advice
Free advice for individuals navigating sick pay disputes
gov.uk/statutory-sick-pay
Official UK government guidance and rates
Your trade union (if member)
Free representation for disputes including sick pay claims
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