Statutory Sick Pay (SSP) is the minimum amount UK employers must pay eligible employees who are off work due to illness. Understanding ssp is essential for staying compliant, supporting staff wellbeing, and avoiding costly payroll errors.
This guide explains who qualifies for SPP, how much SSP pays in 2025–26, how to calculate it correctly, and how employers can manage SSP efficiently using HR software.
What Is Statutory Sick Pay?
SSP is a government-set payment that employers must provide when an employee is too ill to work. It ensures workers receive a basic level of income during sickness absence.
SSP is paid by the employer through payroll in the same way as normal wages and is subject to tax and National Insurance. You can read the official government guidance on SSP at GOV.UK:
https://www.gov.uk/statutory-sick-pay
How Much Is Statutory Sick Pay in 2025?
From April 2025, the SSP rate is:
£118.75 per week
Employers cannot pay less than this amount, although they may choose to offer more under an occupational sick pay scheme. Current SSP rates are confirmed on GOV.UK:
https://www.gov.uk/guidance/rates-and-thresholds-for-employers-2025-to-2026
SSP Daily Rate (2025–26)
The daily rate depends on how many days per week the employee normally works.
| Working Days Per Week | Daily SSP Rate |
|---|---|
| 5 days | £23.75 |
| 4 days | £29.69 |
| 3 days | £39.58 |
| 2 days | £59.38 |
For automatic calculations, employers can use the Blaze HR SSP Calculator:
https://blazehr.co.uk/statutory-sick-pay-calculator/
Who Qualifies for Statutary Sick Pay?
An employee qualifies for SSP if they:
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Are classed as an employee
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Earn at least £125 per week on average
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Have been off sick for four or more consecutive days
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Inform their employer within the required timeframe
Full eligibility criteria are available on GOV.UK:
https://www.gov.uk/statutory-sick-pay/eligibility
Part-time employees and zero-hours workers may still qualify if they meet the earnings threshold.
Who Is Not Eligible for SSP?
A person may not qualify if they:
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Are self-employed
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Have already received 28 weeks of SSP
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Earn below the minimum threshold
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Are in custody
Employees who do not qualify may be able to claim Employment and Support Allowance (ESA). Further information can be found on GOV.UK:
https://www.gov.uk/employment-support-allowance
When Does SSP Pay Start?
SSP begins on the fourth consecutive day of sickness absence.
The first three days are known as “waiting days” and are usually unpaid.
Official employer guidance is available at GOV.UK:
https://www.gov.uk/employers-sick-pay
Proposed reforms may remove waiting days in future, meaning SSP could become payable from day one.
How Long Does SSP Last?
SSP can be paid for up to:
28 weeks per period of sickness
After this period, employers must issue an SSP1 form so the employee can apply for ESA. The SSP1 form can be downloaded from GOV.UK
How to Calculate SSP
To calculate SSP:
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Identify qualifying days
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Exclude the first three waiting days
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Divide £118.75 by normal working days
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Multiply by payable sick days
Employers can calculate this manually using official guidance from GOV.UK:
https://www.gov.uk/calculate-statutory-sick-pay
Or use Blaze HR’s automated tool here:
https://blazehr.co.uk/statutory-sick-pay-calculator/
Example Calculation
An employee works five days per week and is off sick for 10 days.
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Weekly SSP: £118.75
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Daily rate: £23.75
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First 3 days unpaid
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7 payable days
Total SSP owed: £166.25
Using HR software reduces the risk of miscalculating qualifying days or daily rates.
Statutory Sick Pay vs Occupational Sick Pay
SSP is the legal minimum. Some employers choose to offer enhanced occupational sick pay schemes.
Guidance on sick pay and leave can be found at GOV.UK:
https://www.gov.uk/taking-sick-leave
Employer Responsibilities
Employers must:
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Check eligibility correctly
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Calculate SSP accurately
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Pay SSP on normal paydays
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Record payments properly
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Keep records for at least three years
For full compliance guidance, visit GOV.UK:
https://www.gov.uk/employers-sick-pay/keeping-records
Blaze HR helps businesses automate absence tracking and payroll calculations to avoid compliance risks:
https://blazehr.co.uk/hr-software-for-small-business-uk/
Common SSP Mistakes
Common errors include:
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Incorrectly counting waiting days
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Miscalculating part-time staff
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Forgetting annual rate updates
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Failing to issue SSP1 forms
Using digital HR software such as Blaze HR ensures calculations are aligned with current legislation and reduces manual payroll errors.
Manage SSP Efficiently with Blaze HR
Tracking sickness manually can become complicated, especially with shift workers and flexible contracts.
Blaze HR integrates absence tracking, payroll calculations, and compliance updates in one platform, helping employers:
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Automatically calculate SSP
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Track qualifying days
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Maintain audit-ready records
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Stay compliant with UK regulations
Learn more about Blaze HR here:
https://blazehr.co.uk/
Conclusion
SSP plays a crucial role in protecting employees during periods of illness while ensuring employers meet their legal obligations.
By understanding eligibility rules, payment rates, and calculation methods — and by using reliable HR software — businesses can manage SSP confidently and compliantly.
For the latest official updates, always refer to GOV.UK.
