Statutory Sick Pay (SSP) Calculator
Calculate your statutory sick pay entitlement based on your employment details and sickness period. This calculator follows the official UK government guidelines for 2024.
Your Statutory Sick Pay Results
How is Statutory Sick Pay (SSP) Calculated? Complete 2024 Guide
Understanding your statutory sick pay entitlement is crucial when you’re unable to work due to illness. This comprehensive guide explains exactly how SSP is calculated, who qualifies, and what you need to know about your rights as an employee in the UK.
What is Statutory Sick Pay (SSP)?
Statutory Sick Pay (SSP) is a legal minimum payment that eligible employees receive from their employer when they’re too ill to work. It’s designed to provide financial support during periods of sickness absence. SSP is not means-tested, meaning your savings or other income don’t affect your eligibility.
The current SSP rate (as of April 2024) is £116.75 per week, paid for up to 28 weeks. However, the actual amount you receive depends on several factors including your earnings, the length of your sickness, and your employment contract.
- Weekly rate: £116.75 (increased from £109.40 in 2023)
- Maximum payment period: 28 weeks
- Minimum earnings threshold: £123 per week
- Waiting days: First 3 days are unpaid (qualifying days)
- Employer responsibility: Paid by your employer like normal wages
Who Qualifies for Statutory Sick Pay?
To qualify for SSP, you must meet all the following criteria:
- Employment status: You must be classed as an employee (including agency workers and those on zero-hours contracts if they meet other criteria).
- Earnings threshold: Your average weekly earnings must be at least £123 (before tax). This is called the Lower Earnings Limit (LEL).
- Sickness period: You must be sick for at least 4 days in a row (including non-working days). These are called ‘qualifying days’.
- Notification: You must follow your employer’s rules for reporting sickness absence.
- Not receiving other benefits: You cannot get SSP if you’re receiving Statutory Maternity Pay or certain other state benefits.
How SSP is Calculated: Step-by-Step
The calculation of Statutory Sick Pay follows a specific process. Here’s how it works:
1. Determine Your Qualifying Days
Qualifying days are the days you normally work (or are rostered to work if you have variable hours). For most full-time employees, these are Monday to Friday. The first 3 qualifying days of any sickness period are called ‘waiting days’ and are not paid.
Example: If you’re sick from Monday to Friday and your qualifying days are Monday-Friday:
- Monday: Waiting day (unpaid)
- Tuesday: Waiting day (unpaid)
- Wednesday: Waiting day (unpaid)
- Thursday: First paid day
- Friday: Second paid day
2. Calculate the Number of Paid Days
After the 3 waiting days, you’re entitled to SSP for each qualifying day you’re sick. The maximum period you can receive SSP is 28 weeks.
3. Determine Your Weekly SSP Amount
The standard weekly rate is £116.75 (2024/25 tax year). However, your actual payment depends on:
- Your normal working pattern (how many qualifying days per week)
- The length of your sickness period
- Whether you’ve had any previous sickness periods linked to this one
4. Calculate the Daily Rate
To find your daily SSP rate, divide the weekly rate by the number of qualifying days in your work week.
Example for a 5-day worker: £116.75 ÷ 5 = £23.35 per day
5. Apply the Payment Rules
SSP is paid in the same way as your normal wages (weekly, monthly, etc.). It’s subject to tax and National Insurance deductions like regular pay. Your employer cannot pay you less than the SSP rate, but they can pay more if they have a company sick pay scheme.
| Tax Year | Weekly Rate | Daily Rate (5-day week) | Lower Earnings Limit |
|---|---|---|---|
| 2024/25 | £116.75 | £23.35 | £123 |
| 2023/24 | £109.40 | £21.88 | £120 |
| 2022/23 | £99.35 | £19.87 | £120 |
| 2021/22 | £96.35 | £19.27 | £120 |
| 2020/21 | £95.85 | £19.17 | £120 |
Common SSP Scenarios and Calculations
Scenario 1: Full-Time Employee (5-day week)
Situation: Emma earns £400 per week and is sick for 10 working days (2 weeks).
Calculation:
- First 3 days: Waiting period (unpaid)
- Remaining 7 days: Paid at £23.35 per day (£116.75 ÷ 5)
- Total SSP: 7 × £23.35 = £163.45
Scenario 2: Part-Time Employee (3-day week)
Situation: James works Mondays, Wednesdays, and Fridays, earning £150 per week. He’s sick for 2 weeks (6 qualifying days).
Calculation:
- First 3 qualifying days: Waiting period (unpaid)
- Daily rate: £116.75 ÷ 3 = £38.92
- Remaining 3 days: 3 × £38.92 = £116.76
Scenario 3: Linked Periods of Sickness
If you have multiple periods of sickness that are 8 weeks or less apart, they’re ‘linked’ and treated as one continuous period for SSP purposes. This means:
- You only serve one set of waiting days
- The 28-week maximum applies to the entire linked period
- Your employer should pay SSP for all qualifying days after the initial waiting period
What Doesn’t Count Towards SSP?
Not all absence qualifies for SSP. You won’t get SSP for:
- The first 3 qualifying days of sickness (waiting days)
- Any days you’re not normally required to work
- Periods when you’re receiving Statutory Maternity Pay or certain other benefits
- Any sickness that starts before your employment begins
- Days when you’re on strike (unless you’re sick before the strike begins)
- Any period after you’ve received SSP for 28 weeks
How to Claim Statutory Sick Pay
The process for claiming SSP is straightforward:
- Notify your employer: Follow your workplace’s sickness reporting procedure. This usually involves calling a specific number or emailing a manager before a certain time.
- Provide evidence if required: After 7 days of sickness, your employer can ask for proof (usually a fit note from your GP).
- Complete any necessary forms: Some employers have specific SSP claim forms.
- Receive payment: SSP should be paid on your normal payday, in the same way as your wages.
After 7 days of sickness (including weekends and days you don’t normally work), you’ll need a fit note from your GP or hospital doctor. Your employer may ask for this earlier in some cases.
Fit notes can be:
- “Not fit for work” – you shouldn’t work at all
- “May be fit for work” – your employer should discuss adjustments with you
SSP and Other Benefits
Statutory Sick Pay can affect other benefits you might be receiving:
- Universal Credit: SSP counts as income for Universal Credit calculations. You must report it to the DWP.
- Tax Credits: SSP is treated as income for Working Tax Credit and Child Tax Credit.
- Other sick pay schemes: If your employer pays occupational sick pay, this might affect your SSP entitlement.
- State benefits: You can’t get SSP and Employment and Support Allowance (ESA) at the same time for the same period.
What If You’re Not Eligible for SSP?
If you don’t qualify for SSP (for example, if you earn less than £123 per week or are self-employed), you might be able to claim:
- Universal Credit: If you’re on a low income or out of work. Apply for Universal Credit on GOV.UK
- Employment and Support Allowance (ESA): If you have a disability or health condition that affects your ability to work. Check ESA eligibility on GOV.UK
- Other support: You might qualify for other benefits like Personal Independence Payment (PIP) if you have long-term health conditions.
SSP and Coronavirus (COVID-19) Rules
Special rules were introduced during the COVID-19 pandemic, some of which remain in place:
- Day 1 eligibility: For COVID-19 related absence, the 3 waiting days were temporarily removed. This meant you could get SSP from the first day of sickness. However, this rule has now ended for most cases.
- Self-isolation: If you’re told to self-isolate by the NHS or a doctor, you might still qualify for SSP even if you’re not actually sick, depending on the circumstances.
- Shielding: People who were previously advised to shield may have different rules applying to them.
Your Rights and Responsibilities
Your Rights as an Employee
You have several important rights regarding SSP:
- To receive SSP if you meet the eligibility criteria
- To not be dismissed or disciplined for taking legitimate sickness absence
- To request a written statement showing how your SSP was calculated
- To appeal if you believe your SSP was calculated incorrectly
- To confidentiality regarding your health information
Your Responsibilities
To maintain your SSP entitlement, you must:
- Follow your employer’s sickness reporting procedures
- Provide fit notes when required
- Keep your employer informed about your sickness and expected return date
- Cooperate with any return-to-work plans or occupational health assessments
- Inform your employer if your circumstances change (e.g., you start receiving other benefits)
Common SSP Problems and How to Resolve Them
Problem: Employer Refuses to Pay SSP
If your employer refuses to pay SSP when you believe you’re eligible:
- Check you meet all the eligibility criteria
- Ask your employer for a written explanation of why they’re not paying
- Check your contract for any company sick pay scheme that might affect SSP
- Contact HMRC’s Statutory Payment Disputes Team if you still believe you’re entitled
- Get advice from Citizens Advice or your trade union if needed
Problem: SSP Calculated Incorrectly
If you think your SSP has been calculated wrong:
- Ask your employer for a detailed breakdown of the calculation
- Check the dates they’ve used for your sickness period
- Verify they’ve used the correct weekly rate (£116.75 for 2024/25)
- Confirm they’ve applied the waiting days correctly
- If it’s still wrong, you can challenge the decision formally
SSP and Different Types of Employment
Agency Workers
Agency workers are entitled to SSP if:
- They’re classed as employees of the agency
- They meet the earnings threshold
- They’ve done some work for the agency
The agency is responsible for paying SSP, not the company where you’re placed.
Zero-Hours Contract Workers
Workers on zero-hours contracts can get SSP if:
- They’re classed as employees
- They’ve done some work under the contract
- They meet the earnings threshold (average £123 per week over the relevant period)
Your qualifying days are the days you were rostered to work or would normally be expected to work.
Part-Time Workers
Part-time workers have the same SSP rights as full-time workers, provided they meet the eligibility criteria. The key differences are:
- Your qualifying days are only the days you normally work
- Your daily SSP rate will be higher because it’s divided by fewer days
- You might reach the 28-week maximum more quickly if you have frequent short absences
SSP and Tax/NI Contributions
SSP is treated like normal earnings for tax and National Insurance purposes:
- It’s subject to income tax if your total earnings exceed your personal allowance
- National Insurance contributions are deducted if you earn above the NI threshold
- It counts towards your State Pension record
- It should appear on your P60 at the end of the tax year
| Feature | Statutory Sick Pay (SSP) | Company Sick Pay |
|---|---|---|
| Legal requirement | Yes (minimum employers must pay) | No (voluntary benefit) |
| Who pays | Employer | Employer |
| Minimum weekly rate | £116.75 | Varies (often full pay for a period) |
| Maximum duration | 28 weeks | Varies (often 3-6 months) |
| Waiting period | First 3 qualifying days | Often none or shorter |
| Earnings threshold | £123 per week | Often none or lower |
| Taxable | Yes | Yes |
| Pension contributions | Yes (if auto-enrolled) | Yes (if auto-enrolled) |
Recent Changes to SSP (2023-2024)
The main changes to SSP in recent years include:
- Rate increase: The weekly rate increased from £109.40 to £116.75 in April 2024.
- Earnings threshold: The Lower Earnings Limit increased from £120 to £123 per week in April 2023.
- COVID-19 rules: Most temporary COVID-related SSP rules have now ended, including the removal of waiting days for COVID absences.
- Fit notes: The process for obtaining fit notes has been digitalised, with many GPs now providing them electronically.
- Mental health: There’s increased recognition of mental health conditions for SSP purposes, with guidance encouraging employers to be more supportive.
Frequently Asked Questions About SSP
Can I get SSP if I’m self-employed?
No, self-employed people aren’t eligible for SSP. You might be able to claim Universal Credit or Employment and Support Allowance instead.
What if I have more than one job?
You might be able to get SSP from each employer if:
- You qualify for SSP from each job separately
- You’re sick on days you were due to work for each employer
- You meet the earnings threshold for each job
However, you can’t get more than £116.75 in total per week from all jobs combined.
Does SSP affect my holiday entitlement?
Being on SSP doesn’t affect your statutory holiday entitlement (5.6 weeks per year). You continue to accrue holiday while you’re off sick. You can choose to take annual leave while you’re sick, but this might affect your SSP payments.
Can I work while receiving SSP?
No, you can’t do any work for your employer while receiving SSP. If you return to work (even for part of a day), your SSP stops for that day. However, you might be able to do “permitted work” (limited hours/earnings) if you’re also claiming Employment and Support Allowance.
What if my employer goes bust while I’m receiving SSP?
If your employer becomes insolvent, you can claim unpaid SSP from the National Insurance Fund. You’ll need to contact the Redundancy Payments Service: GOV.UK redundancy claims
Where to Get Help and Advice
If you need further help with SSP, these organisations can provide free advice:
- Citizens Advice: Offers confidential advice on employment rights. citizensadvice.org.uk
- ACAS (Advisory, Conciliation and Arbitration Service): Provides information on workplace rights. acas.org.uk
- GOV.UK: Official government information on SSP. GOV.UK Statutory Sick Pay guide
- Your trade union: If you’re a member, your union can provide representation and advice.
HMRC Statutory Payments Disputes Team:
Telephone: 0300 322 9422
Monday to Friday, 8am to 5pm
ACAS Helpline:
Telephone: 0300 123 1100
Monday to Friday, 8am to 6pm
Final Thoughts
Understanding how Statutory Sick Pay is calculated helps you know what to expect when you’re unable to work due to illness. Remember that SSP is the minimum your employer must pay – many companies offer more generous sick pay schemes, so always check your contract.
If you’re ever unsure about your entitlement, don’t hesitate to ask your employer for a clear explanation or seek advice from one of the organisations listed above. Your health should be your priority when you’re sick, and SSP is there to provide some financial security during these times.
For the most up-to-date information, always check the official GOV.UK SSP page as rates and rules can change annually.