What is Self-Certification for Sickness?
Self-certification for sickness is a process that allows employees in the UK to confirm they are unwell and unable to work, without needing a doctor’s note for short-term absences. Under current UK employment law, you can usually self-certify for up to 7 calendar days in a row. During this period, you simply inform your employer that you are sick, following their usual notification procedures. You may be asked to complete a self-certification form when you return to work.
If your illness lasts longer than 7 days, you’ll need to provide further evidence, such as a doctor’s note (now known as a fit note). For more details on when and how to obtain medical evidence, see Fit Notes and Doctor’s Notes.
Self-certification helps streamline the process for both employees and employers, making it easier to manage short-term sickness. Employers should have clear policies in place, and employees should follow company procedures. To understand how self-certification fits into broader workplace policies, you can learn about related laws governing employee attendance and capability.
Your Rights When Self-Certifying Sickness
When you’re unwell and unable to work, you have the right to take sick leave and use self-certification for the first seven calendar days of illness. This means you don’t need a doctor’s note for absences up to one week – simply inform your employer according to their sickness reporting procedures. Your employer must accept self-certification for this period and cannot insist on medical evidence during this time.
During self-certified sickness, you may be entitled to receive Statutory Sick Pay (SSP) if you meet the qualifying criteria. SSP is a legal minimum payment set by the government, and your employer cannot pay you less than this amount. For a full overview of how SSP works and current rates, see Statutory Sick Pay (SSP). To understand if you qualify, review more about Eligibility for Statutory Sick Pay, and if you want to estimate your entitlement, visit Calculating Your Statutory Sick Pay.
Employers are legally required to follow the rules set out in the Employment Rights Act 1996, which protects your right to take sick leave and ensures fair treatment during illness. However, self-certification is limited to the first seven days; for longer absences, your employer can request a fit note from your GP or another medical professional.
To explore your wider rights and entitlements, including how sick pay and leave fit into your overall employment benefits, see Sick Leave and Sick Pay and Learn about related laws.
How to Self-Certify Your Sickness
When you are off work due to illness for seven days or less, you can usually self-certify your sickness without needing a doctor’s note. To do this, you should inform your employer as soon as possible – ideally before your normal start time or according to your workplace policy. Let them know you are unwell, how long you expect to be off, and any relevant details about your absence.
When self-certifying, you’ll need to provide basic information such as your name, the date your sickness began, and the reason for your absence. Many employers ask you to complete a self-certification form when you return to work. This form confirms the dates you were ill and acts as official notice for your employer’s records.
For help with this process, you can use a ready-made Sick Self-Certification Form Template, which guides you through the information you need to provide and ensures you meet legal requirements. If you need to claim Statutory Sick Pay (SSP), you may also be asked to complete a Self-Certification Form (SC2) as outlined by GOV.UK.
If you become unwell during the workday and need to leave early, guidance is available on Going Home Sick Halfway Through the Day.
For further details about your rights and workplace responsibilities, you can explore related legal topics.
When Self-Certification Ends and What Comes Next
After seven calendar days of sickness absence, self-certification ends and you will need to provide your employer with a fit note (sometimes called a “sick note”) from an approved healthcare professional. This requirement applies whether your absence is continuous or has been broken up by weekends or non-working days. For official details about what a fit note is and how it works, see the Fit Note Guidance.
If you are still unwell after the self-certification period, inform your employer as soon as possible and arrange to obtain a fit note. This will allow you to extend your sick leave and continue to qualify for sick pay if you are eligible. Your employer may have their own process for submitting fit notes, so check with your HR department or line manager.
The rules for Statutory Sick Pay Duration and Extensions explain how long you can receive statutory sick pay (SSP) and what to do if your illness lasts longer than expected. Generally, SSP can be paid for up to 28 weeks, but you must keep your employer updated and provide fit notes as required.
If you fall ill during a planned holiday or wish to claim sick leave instead of annual leave, there are specific procedures to follow. You can learn more about your rights and responsibilities in these situations by reading about Calling in Sick on a Declined Holiday.
For a broader understanding of your entitlements and how sickness absence fits into your overall workplace rights, you may want to learn about related laws covering employee benefits and protections.
Additional Considerations and Related Rights
When considering self-certification for sickness, it’s important to understand how it fits within the broader landscape of employee rights and workplace responsibilities.
Sick Leave vs Annual Leave
Sick leave and annual leave serve different purposes. Sick leave is used when you’re unwell and unable to work, while annual leave is for planned time off, such as holidays. Using one in place of the other can affect your entitlements and pay, so it’s important to know the distinctions. For a detailed comparison, see Sick Leave vs Annual Leave.
Special Circumstances: Pregnancy and More
If you become unwell during pregnancy, you have specific rights around sick pay and leave. Employers must not treat pregnancy-related sickness less favourably than other illness. For more on this, visit Sick Pay Rights During Pregnancy.
Employer Responsibilities and Reasonable Adjustments
Employers in the UK have a legal duty to make reasonable adjustments if your health condition affects your ability to work. This could include changes to your working hours, duties, or workspace. Learn more about your rights and your employer’s obligations in Employer Duty to Make Reasonable Adjustments.
Mental Health and Sickness Absence
Mental health is as important as physical health when it comes to sickness absence. If your absence is related to mental health, you have the same rights as you would for any other illness. Employers are required to support your wellbeing and may need to make adjustments to help you at work. For guidance on your legal rights and support options, see Mental Health and Work: Your Rights and Mental Health and Employment.
For a broader understanding of your entitlements and protections, you may also wish to explore Related legal topics.
