Sick Leave UK: Your Rights & SSP Explained (2025)

Overview

Sick leave is the period an employee spends away from work because of illness or injury, and in the UK it is governed by a mix of statutory rights, contractual terms and general employment protections. At the baseline, eligible employees are entitled to Statutory Sick Pay (SSP) from their employer, which is a minimum weekly payment set by the government for a capped number of weeks.

Many employers also offer contractual or 'occupational' sick pay, which is more generous and set out in the employment contract or staff handbook. Beyond pay, employees are protected against unfair treatment or dismissal linked to illness, and those with a long-term health condition that meets the legal definition of a disability have additional protections under the Equality Act 2010, including the right to reasonable adjustments. Understanding the difference between statutory minimums and contractual extras is the key to knowing what you can expect.

Key steps

1. Tell your employer promptly. As soon as you know you cannot work, notify your employer in line with the absence procedure set out in your contract or staff handbook. Most workplaces expect contact on the first day of sickness, within a set time frame. Missing the notification window can delay sick pay, so keep a record of when and how you told them.
2. Self-certify for shorter absences. For the first seven calendar days of illness, including weekends and non-working days, you can usually self-certify by completing your employer's internal form or a short written statement describing the reason for absence. Your employer cannot insist on a GP note during this initial self-certification period, so do not feel pressured to obtain one early.
3. Get a fit note for longer absences. If your absence lasts more than seven calendar days, you will normally need a fit note (sometimes still called a sick note) from a GP, hospital doctor, nurse, pharmacist, occupational therapist or physiotherapist. The note may say you are unfit for work or that you 'may be fit for work' with suggested adjustments your employer should consider.
4. Check your sick pay entitlement. Confirm whether you qualify for SSP based on your earnings and employment status, and check your contract for any enhanced company sick pay. Ask HR or payroll to confirm the rate, start date and expected duration of payment. If SSP is refused, your employer should give you a written explanation setting out why.
5. Stay in sensible contact during absence. Keep communication open with your manager through agreed check-ins, and respond to reasonable requests for updates or occupational health referrals. If your absence becomes long-term, discuss a phased return, adjusted duties or workplace adjustments. Good documentation of these conversations protects both you and your employer if disputes arise later.