HR Glossary
Statutory Sick Pay (SSP)
What is Statutory Sick Pay (SSP)?
Statutory Sick Pay (SSP) is the minimum amount of money that employers in the United Kingdom are legally required to pay eligible employees when they are off work due to illness. It acts as a basic financial safety net for workers who are too unwell to perform their duties, providing a level of income protection during periods of sickness absence.
Employees who qualify for SSP are entitled to receive it for up to 28 weeks, provided they meet the necessary eligibility criteria. SSP is paid by the employer directly through the employee’s usual payroll, with tax and National Insurance contributions deducted in the normal way.
Eligibility for Statutory Sick Pay
Sickness absence is generally categorised into two main types:
Recent changes to Statutory Sick Pay came into effect on 6th April 2025. To qualify for SSP, an employee must meet several conditions:
- They must be classed as an employee and have carried out some work under their employment contract.
- They must have been off work sick for at least four consecutive calendar days (including non-working days), known as the ‘qualifying days’.
- They must notify their employer of their sickness absence according to the employer’s notification procedures.
The Lower Earnings Limit has been abolished, enabling millions of lower paid workers to access SSP.
Employees on fixed-term contracts, part-time workers, and those on agency contracts may also qualify, provided they meet the earnings and employment criteria. Certain categories of workers, such as the self-employed and those who have recently started a new job without having earned enough yet, are not entitled to SSP.
How Much is Statutory Sick Pay?
As of April 2025, Statutory Sick Pay is set at 80% of weekly salary, or £118.75 per week, whichever is lower. Some employers may choose to offer enhanced or contractual sick pay schemes, which top up SSP to provide more generous financial support, but this is not mandatory unless stated in the employment contract.
SSP is payable from the fourth day of sickness absence. The first three days are known as ‘waiting days’, and unless an employer’s own policy offers payment during these days, they are usually unpaid.
However, if an employee has received SSP within the last 8 weeks. This must have included a 3-day waiting period before you were paid SSP, they will be paid SSP from the first working day of a new absence period.
How Statutory Sick Pay is Paid
SSP is paid in the same way as normal wages, usually on the employee’s usual payday. It is subject to tax and National Insurance deductions. Employees do not need to claim SSP separately; instead, they should follow their employer’s sickness reporting procedures, and if absent for more than seven days, provide medical evidence, such as a fit note from a GP.
If an employee’s entitlement to SSP ends (for example, after 28 weeks of absence), the employer must provide them with an SSP1 form, which allows them to apply for other benefits, such as Employment and Support Allowance (ESA).
The Role of Statutory Sick Pay in Absence Management
In absence management, understanding SSP is critical for both HR teams and employees. It provides a basic framework for how employees are financially supported during short- and medium-term sickness absences and helps ensure compliance with employment law.
Employers should clearly communicate SSP entitlements as part of their sickness absence policies and procedures, including how employees should report absences and what evidence they must provide. Transparent handling of SSP helps build trust and demonstrates a fair and supportive approach to employee health and wellbeing.
Proper management of SSP also ensures that businesses avoid common pitfalls such as unlawful deductions, discrimination claims, or breaches of contract, all of which can arise if absence and sick pay processes are unclear or inconsistently applied.
How GoodShape Supports Employers with SSP Management
GoodShape’s absence management platform and services help employers manage sickness absence processes, including those related to Statutory Sick Pay. By providing real-time absence reporting, clinical triage, and centralised record-keeping, GoodShape ensures that employers can track when SSP becomes payable, manage eligibility evidence efficiently, and maintain compliance with statutory obligations.
Through accurate data capture and proactive case management, GoodShape helps businesses manage both the administrative and wellbeing aspects of sickness absence, ensuring employees receive the correct support while employers minimise legal risk and operational disruption.