Statutory Sick Pay: How Much Per Week and What UK Employers Need to Know

If you employ staff in the UK, it’s essential to understand statutory sick pay (SSP)-not just what your responsibilities are, but exactly how much per week you have to pay and when your duties begin. Whether you’re new to hiring, managing a small team, or ramping up your HR processes, getting the legal side right from day one keeps your business compliant and builds trust with your team.

But with sick pay rules and government rates being updated every April, it can feel daunting to stay on top of your obligations. Don’t worry-by the end of this guide, you’ll know exactly what statutory sick pay covers, the current weekly rates, the key qualifying rules, and what steps to take to avoid mistakes or disputes. Ready to get clear on how much SSP is per week, and what best practice looks like? Keep reading!

What Is Statutory Sick Pay (SSP) and Why Does It Matter?

Statutory sick pay (SSP) is a legal minimum payment you must provide to most employees who are off sick from work for more than 3 consecutive qualifying days. It’s designed to give your staff a financial safety net if they can’t work due to illness or injury, even for short-term absences.

As an employer, you’re responsible for paying SSP-provided your employee meets the qualifying conditions set by UK law. If you get SSP wrong, you could face employee grievances, back-pay liabilities, or even be taken to an employment tribunal.

So, understanding statutory sick pay-including how much per week you must pay, who qualifies, and the process-isn’t just about “doing the right thing.” It’s a legal requirement that keeps you and your business protected.

Statutory Sick Pay: How Much Per Week in 2024?

Let’s get straight to the most common question we hear: statutory sick pay, how much per week?

As of 6 April 2024, the SSP rate is £116.75 per week. This figure is reviewed by the government annually and usually increases in April.

• SSP is paid for up to 28 weeks per period of sickness, per employee.
• You must pay SSP for eligible staff for each “qualifying day” (days they normally work), starting from the fourth qualifying day of absence.
• The first three qualifying days are called “waiting days” and are unpaid (unless your contract or policy offers more generous sick pay).
• SSP is paid in the same way as normal wages-through payroll, subject to tax and National Insurance.

To support your business further, you might consider reviewing our full guide on Statutory Sick Pay: 2024 New Rates & Employer Duties.

Who Is Eligible for Statutory Sick Pay?

Not every employee will automatically qualify for SSP, so it’s important to check eligibility. The main rules in 2024 are:

• EMPLOYMENT STATUS: Your staff must be employed and classed as an “employee” for tax purposes. Agency, casual, and zero-hour workers can also qualify if they earn enough and meet other conditions.
• EARNINGS THRESHOLD: Employees must earn at least an average of £123 per week (before tax) in the relevant period (usually the 8 weeks before they became sick).
• LENGTH OF ILLNESS: They must be off sick for at least four consecutive qualifying days (the first 3 are unpaid “waiting days”; SSP starts on day four).
• NOT EXCLUDED: Employees won’t qualify for SSP if they have received the full 28 weeks of SSP, are already receiving Statutory Maternity Pay, or are in certain categories like those recently back from abroad.

For more information on the difference between workers and employees (since eligibility can depend on this), you can read our plain-English guide: Worker vs Employee.

How Much Statutory Sick Pay Must You Pay Part-Time or Zero-Hours Staff?

SSP is a fixed weekly rate-not a percentage of earnings-so every eligible employee (whether full-time, part-time, or on a zero-hours contract) is entitled to the full £116.75 per week, as long as they qualify and earn enough.

However, if your employee does not work every qualifying day (for instance, part-timers or casuals), you must pro-rate the SSP. Here’s how to calculate it:

• Divide the weekly SSP rate (£116.75) by the number of qualifying days the employee normally works in a week.
• Multiply this figure by the number of qualifying days the employee is off sick in a pay period.

Example: If an employee normally works 3 days a week and is off sick for those 3 days (all qualifying), divide £116.75 by 3 = £38.92 per qualifying day. If they’re sick for 2 out of 3 days, pay £38.92 x 2 = £77.84.

For a deeper look at minimum wage impacts and compliance when hiring different types of workers, check our article: Minimum Wage: A Comprehensive Guide.

What Is Your Legal Process for Statutory Sick Pay?

It’s vital to follow the right steps when an employee calls in sick. Here’s a basic SSP process for UK employers:

1. Employee Notification: Ask staff to inform you as soon as they know they’ll be off sick. You can set a procedure for how they should contact you (phone/email/timeframe).
2. Evidence: For sick leave under 7 days, a self-certification form may be enough. For absences over 7 days, you can require a doctor’s note (now called a “fit note”).
3. Check Eligibility: Use the criteria above for earnings, length of absence, etc.
4. Calculate SSP and Pay on Usual Payday: Remember to withhold tax and National Insurance as normal. Make a clear record on the staff member’s payslip.
5. Keep Records: By law, you must keep detailed SSP records (dates, amounts, reasons for absence) for at least 3 years, as HMRC may ask for this in a compliance check.

Want more detail on your obligations around employment records? Our guide covers it all: How Long Should You Keep Ex-Employee Records?

Do You Have to Pay More Than Statutory Sick Pay?

You are not legally required to pay more than the minimum set by SSP, but you can offer enhanced sick pay (often called “company sick pay”) as a staff benefit. If you do, make sure the details are set out in your employment contracts and staff handbook.

Enhanced schemes can include:

• Full salary for a period (e.g. two weeks’ full pay, then revert to SSP)
• Greater flexibility for part-timers or long-term service employees
• Clear evidence or reporting requirements

Be clear about eligibility, pay rates, and any differences from statutory rates to avoid confusion or disputes.

What Are an Employer’s Other Sick Pay Obligations?

- Ensure you don’t penalise or dismiss staff for taking sick leave-this can lead to claims of unfair dismissal or discrimination.

- Be mindful of related legal duties: If your employee has a disability or long-term health condition under the Equality Act 2010, you may have additional duties around reasonable adjustments and leave.

- Learn what holiday entitlement is due during sick leave-statutory holiday continues to accrue while your employee is off sick.

- Make sure your contracts handle long-term absence appropriately-get advice if you’re not sure what to do after 28 weeks of sickness.

What Records and Documentation Do You Need for SSP?

The law requires you to keep clear records of:

• The date and reason for every SSP absence
• Evidence (self-certifications, fit notes, etc.)
• SSP payments made (dates, amounts, duration)
• Employee weekly earnings (to prove eligibility)

This can be critical if HMRC decides to check your records or if questions arise during a dispute or appeal.

Having up-to-date, compliant staff handbooks and sick leave policies will help you set out the rules clearly and protect your business.

Common Pitfalls: Mistakes to Avoid With Statutory Sick Pay

Many UK employers (especially small business owners) run into avoidable problems with SSP. Here are the top issues we see:

• Not keeping evidence: Failing to collect and document fit notes or absence forms
• Calculating SSP incorrectly: Over- or under-paying, especially for part-time, zero-hours, or irregular workers
• Poor communication: Not telling employees how much sick pay they’ll get, or what process to follow
• Assuming SSP applies to all workers: Some casuals, self-employed or agency staff might not qualify
• Missing payroll deadlines: Paying late or deducting incorrect tax/NIC
• Dismissing for absence: Dismissing without a fair process (see our tips on capability and fair sickness procedures)

Do I Need a Written Sick Pay Policy or Sickness Absence Policy?

While not a strict legal requirement, having a written sick pay policy is highly recommended. It protects you and your employees by:

• Setting out the rules for reporting absence and what evidence is needed
• Stating exactly how much (both statutory and any enhanced) sick pay will be paid
• Clarifying the process for extended absence, return-to-work interviews, and any triggers for review
• Helping your managers deal with absence consistently-and avoid accidental discrimination or unfair treatment

Need help creating a policy? Our team can help you design staff handbooks, policies, and compliant contracts tailored for your business.

Where to Seek Help When SSP Gets Complicated

If there’s a dispute over eligibility, a challenge about the amount paid, or a concern about long-term absence and disability law, don’t try to DIY complex sick pay problems. Employment law is a fast-changing and detailed area, and what you do today could have knock-on effects down the road.

A legal expert can help you:

• Interpret contract terms and resolve ambiguities
• Navigate related issues, such as flexible working, GP notes, and part-time holiday accrual
• Deal with queries from HMRC or defend your position if a claim is brought to a tribunal
• Draft policies that keep you compliant and protected-right from day one

Key Takeaways: Statutory Sick Pay and Your Employer Duties

• The SSP rate is £116.75 per week (2024/25), paid for up to 28 weeks subject to eligibility.
• All employees-including part-time and zero-hours-could qualify if earnings meet the current threshold (£123/week).
• Employers must keep detailed absence and payment records for at least 3 years-incomplete records can lead to compliance trouble.
• Statutory sick pay is the minimum; you can offer more in your contracts, but always document it clearly in a staff handbook or policy.
• Follow a clear process-notification, evidence, fair calculation, and timely payment-to stay compliant and avoid disputes.
• If you’re unsure about staff rights, handling absence, or updating policies, tailored legal advice will save you time, money, and stress.

If you need tailored support on sick pay policies or handling absence lawfully, reach out to our friendly legal team at team@sprintlaw.co.uk or call 08081347754 for a free, no-obligations chat. We’ll help you get the legal foundations right-so you can focus on growing your business.