Introduction to Statutory Sick Pay Duration
Statutory Sick Pay (SSP) is a legal minimum payment that employers must provide to eligible employees who are off work due to illness. Its main purpose is to offer a basic level of financial support if you are too unwell to work, helping to cover your essential expenses while you recover. SSP is set by the government and applies across the UK, ensuring a consistent safety net for workers who find themselves unexpectedly unable to earn their usual wages.
The standard duration of SSP entitlement is up to 28 weeks in any one period of sickness. This means if you are off sick for a continuous stretch, you can receive SSP for up to 28 weeks, provided you meet the eligibility criteria. After this period, your employer is not legally required to continue SSP payments, although you may be able to explore other forms of support or benefits. Understanding how long you can receive SSP is crucial for financial planning, especially if your illness is likely to keep you off work for an extended time.
It’s important to note that SSP is only one aspect of your rights and protections when it comes to taking time off for illness. For a broader understanding of how SSP fits into your overall entitlements, you may wish to read more about sick leave and sick pay rights in the UK. Additionally, some employers offer enhanced sick pay schemes that go beyond the minimum legal requirement, so it’s always worth checking your employment contract or staff handbook.
If you want to compare SSP with other employment benefits or see how different types of leave and pay interact, visit the Employment Benefits: UK Legal Overview for a wider perspective on your rights at work.
For the most up-to-date and detailed information on SSP, including eligibility and how to claim, consult the official Statutory Sick Pay (SSP): Overview on GOV.UK. This government resource provides authoritative guidance and answers to common questions about SSP.
Standard Duration of Statutory Sick Pay
When you are off work due to illness, Statutory Sick Pay (SSP) provides a financial safety net. In the UK, the standard duration for receiving SSP is up to 28 weeks. This means that if you meet the eligibility criteria, your employer must pay you SSP for a maximum of 28 weeks in any period of sickness.
When SSP Payments Start
SSP does not start immediately when you are off sick. Instead, it is paid from the fourth consecutive day you are unable to work due to illness. The first three days are known as "waiting days" and are generally unpaid. However, there have been exceptions to this rule, such as during the COVID-19 pandemic, when waiting days were temporarily suspended. For more details about these changes and the legal framework governing SSP, you can refer to the official regulations: The Statutory Sick Pay (Coronavirus) (Suspension of Waiting Days and General Amendment) Regulations 2020.
How a ‘Week’ is Counted for SSP
For SSP purposes, a ‘week’ is defined by your normal working pattern. If you work part-time or have irregular hours, your employer will calculate SSP based on your usual working days within a seven-day period. Even if you do not work every day of the week, SSP is paid for all qualifying days (days you would normally work) during your sickness absence.
Fit Notes and Medical Evidence
If your sickness lasts more than seven consecutive days (including non-working days), you must provide your employer with a fit note (sometimes called a sick note) from your GP or hospital doctor. This note serves as medical evidence for your absence and is required to continue receiving SSP beyond the initial week. For detailed information about fit notes, how to obtain them, and what they should include, see our section on Fit Notes and Doctor’s Notes. You can also consult the official NHS guidance for employees and patients: Fit note: guidance for patients and employees – GOV.UK.
Further Advice and Related Topics
Understanding your rights to sick pay is just one aspect of employment benefits in the UK. For a broader overview of your entitlements, including sick leave and other workplace protections, visit our guide to Employment Benefits: UK Legal Overview.
By knowing the standard SSP duration, when payments start, and your responsibilities around medical evidence, you can better manage your finances and ensure you receive the support you are entitled to during periods of illness.
Extensions Beyond Standard Statutory Sick Pay
When you reach the end of your Statutory Sick Pay (SSP) entitlement, it’s important to understand your options and what support may be available. SSP is usually paid for up to 28 weeks in any period of sickness absence. After this time, your employer is not legally required to continue SSP payments, and your entitlement will stop. There are no formal extensions to SSP itself, even if you are still unwell.
What Happens When SSP Ends?
Once you have received SSP for the full 28 weeks, your employer will issue you with a form called SSP1. This form confirms the date your SSP will stop and is essential if you need to apply for other benefits. If you are still too ill to work, you may be eligible for Employment and Support Allowance (ESA): Overview – GOV.UK, a government benefit designed to support people who cannot work due to illness or disability. ESA provides financial help and access to support for returning to work, but you must meet certain eligibility criteria and apply directly to the Department for Work and Pensions (DWP).
Can SSP Ever Be Extended or Stopped Early?
While SSP cannot be formally extended beyond 28 weeks, there are situations where it might stop earlier. For example, if you return to work, are no longer sick, or your employment ends, SSP payments will cease. Additionally, if you have multiple periods of sickness close together (within eight weeks of each other), these may be linked and counted as a single period for SSP purposes.
Additional Sick Pay from Your Employer
Some employers offer their own sick pay schemes that provide more generous support than SSP. These schemes can include full pay or a higher rate of sick pay for a set period, sometimes continuing after SSP ends. The details of any additional sick pay are usually set out in your employment contract or staff handbook. It’s vital to check your contract to see if you are entitled to extra payments or extended support. For more information on what your employer might offer beyond the statutory minimum, visit Employee Benefits.
Practical Advice
- Check your contract: Your employment contract should clearly state if you are entitled to any additional sick pay.
- Ask your HR department: If you’re unsure about your rights or the process when SSP ends, your employer’s HR team can provide guidance.
- Plan ahead: If you know your SSP is coming to an end, start gathering the paperwork you’ll need for ESA or any other benefits, such as the SSP1 form and recent medical certificates.
Further Reading
To understand how sick pay fits into the broader landscape of workplace rights and benefits, see Sick Leave and Sick Pay for a legal overview of employment benefits in the UK. This can help you compare your entitlements and explore other forms of support while you’re off work due to illness.
Additional Sick Pay Provided by Employers
Many employers in the UK offer their own sick pay schemes, often known as contractual or occupational sick pay, which can be more generous than the basic Statutory Sick Pay (SSP) required by law. These schemes are designed to provide additional financial support if you’re off work due to illness.
How does employer sick pay work?
Employer sick pay schemes vary widely between organisations, but they typically offer full or partial pay for a set period – sometimes for several weeks or even months – depending on your length of service and the terms of your employment contract. For example, you might receive full pay for the first month of sickness absence, followed by half pay for a further period. Some schemes may also cover the first three “waiting days” that SSP does not pay for, meaning you could receive sick pay from your very first day off.
Duration and conditions
The duration and amount of employer sick pay depend on your company’s policy. Conditions may include requirements such as providing medical evidence (like a fit note from your GP), notifying your employer promptly, or having completed a minimum period of employment. Some employers continue to pay contractual sick pay even after your entitlement to SSP runs out, while others may coordinate their scheme so it tops up your SSP to your normal wage.
Where to find details
It’s important to check your employment contract or staff handbook for the specific rules that apply to you. These documents should outline how much sick pay you’re entitled to, how long it will last, and any steps you need to follow to claim it. If you’re unsure, ask your HR department or manager for clarification.
SSP eligibility and employer sick pay
Remember that even if your employer offers additional sick pay, you must still meet certain criteria to qualify for SSP, such as earning above the Lower Earnings Limit and being classed as an employee. For a full explanation of the rules, see our guide on Eligibility for Statutory Sick Pay.
For a wider look at your workplace rights and benefits, including how sick pay fits into the broader picture, you can also read our overview of Sick Leave and Sick Pay in UK employment law.
Practical Tips for Managing Sick Pay Duration
Keeping on top of your Statutory Sick Pay (SSP) can make a real difference to your finances and peace of mind while you’re off work. Here are some practical steps to help you manage your sick pay duration and avoid common pitfalls.
Track Your Sick Pay and Absence Dates
SSP is usually paid for up to 28 weeks, starting from the fourth day you’re off sick. It’s important to keep a clear record of your sick days and the payments you receive. Create a simple calendar or spreadsheet noting:
- The first day you were off work due to illness
- The dates you submitted self-certification or fit notes
- When your SSP payments start and any gaps or changes in payment
This will help you spot any discrepancies and make it easier to discuss your situation with your employer if needed.
Provide Timely Fit Notes and Self-Certification Forms
For the first 7 days of sickness, you can usually self-certify your absence. After that, your employer will typically require a fit note from your GP. Make sure to submit these documents promptly to avoid delays or interruptions in your SSP.
If you’re unsure how self-certification works or what information to include, see our guide on Self-Certification for Sickness. For extra help, you can use our Sick Self-Certification Form Template, which includes all the details your employer needs. You may also want to review the official SC2 form on GOV.UK, which is widely accepted for self-certification.
Communicate Regularly With Your Employer
Staying in touch with your employer is key, especially if your illness lasts longer than expected. Let them know as soon as possible if you need to extend your sick leave, and provide updated fit notes when required. If you’re approaching the 28-week SSP limit, ask about any company sick pay schemes or other support that may be available.
Understand Special Situations
Sick pay rules can get complicated if you become ill during a holiday or need to go home partway through a working day. If you’re unwell during a declined holiday period, check out our advice on Calling in Sick on a Declined Holiday to understand your rights. Similarly, if you leave work sick halfway through the day, our page on Going Home Sick Halfway Through the Day explains how this affects your SSP and pay.
Know Your Rights and Responsibilities
Understanding your legal rights helps you avoid missed payments and ensures you’re treated fairly. For more detail on your entitlements when using self-certification, see Understanding Your Rights to Sick Pay When Using a Self-Certification Form. Always keep copies of any forms or fit notes you submit, and don’t hesitate to ask your employer or HR department if you have questions about your sick pay duration or any extensions.
By staying organised and proactive, you can make sure you receive the SSP you’re entitled to and minimise financial stress while you recover.
Related Topics to Consider
Related Topics to Consider
Understanding the duration and possible extensions of Statutory Sick Pay (SSP) is just one aspect of managing your rights when off work due to illness. To get a complete picture, it’s helpful to explore several related topics that can affect your entitlements and decision-making while on sick leave.
1. How to Calculate Your Statutory Sick Pay
If you’re unsure about how much SSP you’re entitled to or how it’s worked out, you can find step-by-step guidance on calculating your Statutory Sick Pay. This covers eligibility criteria, weekly payment rates, and how your usual earnings are taken into account.
2. Sick Pay Rights During Pregnancy
Pregnancy can bring its own set of rules regarding sick pay. If you fall ill while pregnant, your rights and the way SSP is handled might differ from standard cases. For more information about your specific entitlements, see sick pay rights during pregnancy.
3. Holiday Pay Entitlement During Long-Term Sickness
You might wonder what happens to your holiday entitlement if you’re off sick for an extended period. UK law allows you to accrue holiday while on sick leave, and in some cases, you can carry it over to the next leave year. Find out how this works in detail at holiday pay entitlement during long-term sickness.
4. The Difference Between Sick Leave and Annual Leave
It’s important to know how sick leave and annual leave differ, especially if you’re considering using annual leave during a period of sickness or vice versa. Each type of leave has its own rules and implications for pay and employment rights. Learn more about the distinctions at sick leave vs annual leave.
5. Exploring Wider Employment Benefits
Sick pay is just one part of your overall employment benefits package. For a broader understanding of your rights and options, including other types of leave and support available, visit the section on sick leave and sick pay in the Employment Benefits: UK Legal Overview.
By exploring these topics, you can ensure you’re making informed decisions and fully understand your rights while managing sickness absence from work. If you have specific questions or complex circumstances, consider seeking tailored advice from your HR department or a legal professional.
