UK Sick Leave Guide 2026 — SSP, Company Pay, Fit Notes, Long-Term Sickness

1. How to call in sick to work in the UK

Most UK contracts require you to notify your employer of sickness on the first day of absence, ideally before your normal start time. Common methods:

• Phone call to direct manager — traditional default for office roles
• Slack/Teams message — increasingly common for remote/hybrid teams
• HR system notification — some employers require this in addition to manager contact
• Email — acceptable in some workplaces, especially when followed up later

What to say:

Brief is fine. "I'm unwell today and won't be able to work. I'll update you tomorrow on whether I'll be back." You don't need to disclose specific medical details — UK employers are not entitled to detailed health information unless safety-critical.

For each subsequent day of sickness, follow your employer's specific procedure. Some require daily notification; others accept a single notification with a stated return date. Failure to follow the procedure can affect SSP and company sick pay entitlements.

2. UK self-certification (days 1-7)

For UK sickness absences of up to 7 calendar days (including weekends and non-working days), you can self-certify — no doctor needed. Your employer should provide a self-certification form (sometimes called SC2) when you return.

Typical self-certification form information:

• Dates of absence (first day to last day)
• General reason for absence (brief — "stomach bug", "flu", "back pain", "stress")
• Confirmation that you were unfit for work on the dates listed
• Your signature

Self-certification covers the first 7 days regardless of how many separate absences you've had. Multiple short absences within 8 weeks may be linked under SSP rules. From day 8 of any single absence, you need a fit note.

3. UK fit notes (day 8+)

For UK sickness absences over 7 days, you need a fit note (formally Med 3 / "Statement of Fitness for Work"). This was previously called a "sick note" and is still commonly referred to as such.

Who can issue UK fit notes (since July 2022):

• GPs (most common)
• Hospital doctors
• Pharmacists
• Paramedics
• Physiotherapists
• Occupational therapists

How to get a fit note:

• NHS App or GP online services — increasingly common; same-day or next-day issue.
• Phone consultation with your GP surgery
• In-person appointment with GP — required only if specific examination needed
• Hospital discharge note — automatically covers a specified period after discharge

Fit notes can specify "may be fit for work" with adjustments (modified duties, phased return, workplace adaptations). Your employer must consider these recommendations but isn't legally required to implement them all.

4. UK Statutory Sick Pay 2026/27

UK SSP 2026/27:

• Rate: £118.75/week (uprated April 2026)
• Duration: Up to 28 weeks per linked sickness period
• Eligibility: Earnings of at least £125/week + 4+ consecutive days of sickness
• Waiting days: First 3 working days unpaid (4-day rule for SSP eligibility includes calendar days)
• Linked periods: Multiple absences within 8 weeks count as one period for SSP purposes
• Pay frequency: SSP paid in your normal pay periods (weekly/monthly)
• Tax: SSP is taxed as normal salary income

SSP is paid by your employer (recoverable in part for small employers). At £118.75/week, SSP is below subsistence level for most UK earners — that's why company sick pay matters. Use our UK SSP Calculator for total pay over your absence period including any company sick pay top-up.

5. UK company sick pay schemes

Most UK employers offer company sick pay above SSP. Common patterns:

Company sick pay typically has conditions:

• You must complete probation
• You must follow the sickness procedure
• You must provide fit notes when required
• You may need to attend occupational health assessments
• Frequent short absences may trigger reviews

NHS staff specifically follow Agenda for Change scales which increase with service: Year 1 = 1 month full + 2 months half; Year 2 = 2 months full + 2 months half; rising to 6 months full + 6 months half by year 5.

6. UK long-term sickness

Long-term sickness in the UK is generally defined as 4+ weeks continuous absence. Key points:

• Job is protected: You remain employed during long-term sickness.
• SSP runs for 28 weeks max per linked sickness period.
• Company sick pay continues per your employer's scheme — typically 6-12 months.
• Annual leave continues to accrue at full statutory rate (5.6 weeks).
• Pension contributions continue from employer at pre-sickness salary level (during paid sick leave).
• Other benefits continue per contract.
• Capability dismissal possible only after fair process (typically 6-18 months).
• Equality Act protections apply if you have a disability.

What happens after company sick pay ends:

You remain employed but unpaid (or only on remaining SSP if applicable). You may qualify for ESA (Employment and Support Allowance), Universal Credit, or other state benefits. Some UK employers maintain partial pay or benefits during long-term sickness as a goodwill matter — varies widely.

7. Returning to work after UK sickness

UK return-to-work after sickness:

1. Notify your manager: Day before or first day back. Confirm you're fit and any adjustments needed.
2. Return-to-work meeting: Most UK employers run these for absences of 5+ days. Standard discussion: how you're feeling, any adjustments, attendance management policy review.
3. Phased return: Common after 4+ weeks. Reduced hours/duties initially, ramping up over 2-8 weeks.
4. Occupational health referral: May be required for longer absences. Independent advice on fitness to work and reasonable adjustments.
5. Reasonable adjustments: Required by Equality Act 2010 if you have a disability. Examples: adjusted duties, modified workspace, flexible hours.

Document everything in writing — return-to-work meetings, agreed adjustments, OH recommendations. If your situation deteriorates after return, this documentation supports any future capability or discrimination concerns.

8. UK phased returns explained

Phased returns are common after 4+ weeks of UK sickness absence. Typical structure:

• Week 1: 50% hours (e.g., 3 days × 4 hours)
• Week 2: 60% hours
• Week 3: 75% hours
• Week 4: Full hours, modified duties
• Week 5: Full hours and full duties

Pay during phased return:

Phased return pay is contractual, not statutory. Common arrangements: full pay despite reduced hours (employer covers the gap as goodwill), pay only for hours worked (you receive less but full SSP/company sick pay can fill the gap), or hybrid (full pay for phase 1, then pro-rata).

Negotiate phased return terms before agreeing. UK employers typically prefer phased returns to one-day full returns because they reduce the risk of relapse.

9. UK sickness dismissal — capability process

UK employers can dismiss for sickness, but only after a fair "capability" process. Typical process:

1. Initial concern raised: After significant sickness absence (typically 3-6 months continuous, or pattern of absences).
2. Welfare meeting: Discussion of your situation, support available, expected timeline.
3. Occupational health assessment: Independent medical opinion on fitness to work, adjustments needed, prognosis.
4. Capability hearing: Formal meeting to discuss whether continued employment is sustainable. You can be accompanied.
5. Decision: Continued employment with adjustments, alternative role, further support, or capability dismissal.
6. Right to appeal: Most UK employers provide internal appeal route.

Notice and pay on capability dismissal:

Statutory or contractual notice (whichever is longer) plus accrued holiday pay. Capability dismissal is usually NOT redundancy, so statutory redundancy pay doesn't apply — but ex-gratia payments are common to avoid tribunal claims.

10. UK mental health sickness

Mental health is treated like physical health under UK sickness rules. Key points:

• Fit notes for mental health are valid from GPs, psychologists, psychiatrists.
• Self-certify the same way — you can list "stress", "anxiety", "depression" on self-cert forms without further detail.
• Equality Act protections may apply for diagnosed conditions — anxiety, depression, PTSD can qualify as disabilities if substantial and long-term.
• Reasonable adjustments for mental health — workload reduction, flexible hours, remote working, manager support.
• Confidentiality: You don't have to disclose mental health diagnoses to your employer unless needed for adjustments.
• Don't resign during a crisis: Sick leave maintains your job; resignation ends it. Common UK regret pattern.

See our guide to resignation due to mental health for the resign-vs-sick-leave decision framework.

11. UK sickness disputes

Common UK sickness disputes:

• Refusal to pay SSP: Employer must give Form SSP1 explaining why. If wrong, contact HMRC's Statutory Payments Disputes Team.
• Refusal to accept fit note: Employer cannot refuse a properly issued fit note. Document refusal in writing and escalate to HR.
• Pressure to return before fit: Document instances. Stay on fit note guidance. Refusal to return when not fit is usually protected if backed by medical evidence.
• Discriminatory treatment: Less favourable treatment due to disability under Equality Act 2010 — strong grounds for claim.
• Wrong calculation of company sick pay: Common payroll error. Request breakdown; raise with HR if unclear.

For unresolved disputes, ACAS Early Conciliation (free) is the standard route before any Employment Tribunal claim.

12. UK sick leave tools and resources