Sick Leave in the UK: A Complete Guide for Employers and Employees

Sick leave in the UK refers to time off work taken by an employee because they are physically or mentally unwell and unable to carry out their job duties. While there is no single statutory definition of sick leave in legislation, employees who meet eligibility requirements may qualify for Statutory Sick Pay (SSP) during periods of incapacity for work.

Sick leave is different from annual leave. Annual leave is pre-arranged paid holiday, while sick leave is triggered by illness and follows specific reporting and medical evidence rules. Employees should not be required to use holiday entitlement instead of sick leave if they are genuinely unwell.

For the first 7 days of absence, employees can self-certify, meaning they confirm their illness without medical evidence. If the absence lasts longer than 7 days, the employer can request a fit note from a GP, nurse, or other qualified healthcare professional.

Understanding what is sick leave helps both employers and employees manage absence correctly and remain compliant with UK employment law.

Under current sick leave pay UK rules, Statutory Sick Pay (SSP) is £123.25 per week, payable for up to 28 weeks. Statutory sick pay is paid from the first day of illness. Linked periods of sickness within 8 weeks count toward the 28-week limit. During a phased return, employees may receive normal pay for days worked and SSP for days missed.

£123.25 per week equates to roughly £24.65 per day (based on a five-day week) or approximately £534 per month
Accurate SSP calculations are critical, particularly where absences overlap payroll periods. Automated time and attendance systems can reduce manual errors and ensure statutory compliance.
 

As of April 2026, Statutory Sick Pay rules changed significantly. The three unpaid waiting days were removed, introducing day-one sick pay. The lower earnings limit were abolished, meaning more low-paid workers qualify. SSP is subject to an 80% earnings cap, where applicable.

These reforms expand eligibility but may increase payroll costs for employers, particularly for short-term absences. HR policies, payroll systems, and absence procedures need to be up-to-date with the new changes.

Employers should review absence tracking processes. Workforce management platforms can automatically apply updated eligibility rules and reduce compliance risk.
 

Eligibility

Under previous statutory sick pay eligibility rules, employees must have employee status, earn at least £125 per week (before tax), and be off sick for 4 consecutive days to qualify. This earnings threshold was removed in April 2026.

Taxability

SSP is taxable income and is processed through PAYE. Income tax and National Insurance contributions may apply.

How to Maintain SSP

To understand how to maintain statutory sick pay, employees must notify their employer promptly, self-certify for the first 7 days, provide a fit note if required, and comply with linked absence rules.

 

Effectively managing sick leave in the workplace comprises consistency and clear processes.

• Reporting procedures – Define how and when employees must report absence.
• Absence triggers – Monitor patterns of frequent short-term absences.
• Return-to-work interviews – Confirm fitness and identify support needs.
• Documentation – Maintain accurate, secure absence records.
• Fair treatment – Avoid discrimination and follow Equality Act duties.
• Mental health sick leave – Treat mental and physical illness equally and consider adjustments.

Overall, there must be a clear absence policy, consistent contact, data recording, and necessary occupational health referrals

Managing sick leave manually becomes increasingly complex as teams grow. A centralized workforce management system, like Protime, can provide real-time absence visibility, automate triggers, and support fair, consistent decision-making.
 

Long-term sick leave generally refers to extended absence lasting several weeks or months. There is no fixed legal definition, but prolonged absence requires careful management.

Employers must consider reasonable adjustments, particularly where the condition may qualify as a disability under the Equality Act 2010. Medical evidence should be obtained, and occupational health input may be appropriate.

A key question asked by employers is how long someone can remain on sick leave before dismissal. The honest answer is, there is no set timeframe. Dismissal depends on medical prognosis, the impact on the business, and whether reasonable adjustments or alternative roles have been explored.

Failure to follow a fair capability process increases the risk of unfair dismissal claims.

If you’re wondering – can my employer contact me while on sick leave UK? The answer is, yes. Employer contact while on sick leave is permitted, provided it is reasonable and supportive. 

Employers may check on wellbeing, request updates, or discuss return-to-work planning. However, contact must not become excessive or harassing. Communication expectations should ideally be agreed in advance.

Statutory sick pay after 28 weeks ends automatically. Employees may apply for New Style Employment and Support Allowance (ESA) and, if eligible, claim Universal Credit. Some employers offer contractual sick pay extensions beyond SSP. Sick pay and Universal Credit may interact depending on individual income and circumstances.
 

Sick leave compliance is a critical part of responsible workforce management. With SSP reforms taking effect in April 2026, including day-one pay and expanded eligibility, employers must ensure absence policies, payroll processes, and tracking systems remain accurate and up to date. Fair and consistent absence management not only reduces legal risk but also supports employee wellbeing and operational stability.

Sick leave policies affect payroll accuracy, compliance risk, and employee wellbeing. Protime supports UK employers with workforce management solutions that simplify absence tracking, automate statutory calculations, and provide full workforce visibility.

 

Can a company refuse to pay you sick pay?

An employer cannot refuse Statutory Sick Pay if you meet eligibility rules, but contractual sick pay depends on your employment contract.

How much should I get paid for sick pay?

Eligible employees receive £123.25 per week under SSP, unless their employer offers higher contractual sick pay.

Can you go on holiday whilst on sick leave UK?

Employees can request to take annual leave during sick leave, subject to employer agreement.

Is it illegal to work while on sick leave UK?

Working while claiming sick pay may breach employment terms and affect entitlement.

How many days sick leave per year?

There is no fixed annual limit, but SSP is capped at 28 weeks per sickness period.

Do you accrue holiday on sick leave?

Yes, statutory annual leave continues to accrue while on sick leave.