What SSP Payment Means and How It Works in Your Budget

SSP is a UK benefit paid by your employer when you cannot work due to illness

SSP stands for Statutory Sick Pay. It is money your employer must pay you when you are too ill to work, as long as you meet certain conditions. You do not receive it from the government directly — your employer pays it from their own budget, though they can recover some of the cost later through tax relief.

SSP is not the same as regular wages. It is a set amount per day, and it only covers days you would normally work. Weekends and bank holidays do not count. The payment goes into your bank account the same way your regular pay does, usually on your normal payday.

SSP is temporary. It covers the first part of a longer illness. If you remain unable to work after SSP runs out, you may be able to claim other benefits through the government, such as Employment and Support Allowance (ESA).

Key Takeaways

• SSP is paid by your employer when you cannot work due to illness, not by the government.
• The amount is set by law and does not depend on your normal salary — it is currently £111.35 per week (as of April 2024), though this amount changes annually.
• You must tell your employer you are ill, usually within the first three days, or you may lose the payment for those days.
• SSP lasts a maximum of 28 weeks in any three-year period, after which you must claim other benefits if you remain unable to work.
• Your employer can ask for proof of illness (a doctor's note) after three consecutive days off work.

How much SSP you receive and when it starts

SSP is a fixed weekly amount set by the government each April. It does not change based on your normal salary or how long you have worked for your employer. The amount is the same whether you earn £20,000 or £50,000 per year.

SSP starts on the fourth day you are ill, not the first day. So if you are ill on Monday, Tuesday, Wednesday, and Thursday, you receive SSP from Thursday onwards. The first three days are called "waiting days" and are unpaid (unless your contract says otherwise).

You receive SSP only for days you would normally work. If you normally work Monday to Friday, weekends do not count. If you normally work three days a week, you only receive SSP for those three days.

What you must do to receive SSP

You must tell your employer that you are ill. Most employers want to know on the first day you cannot work, though some allow you to notify them within a set time — check your employee handbook or ask your manager. If you do not tell them within the time they require, you may lose SSP for the days you did not report.

After three consecutive days off work, your employer can ask you to provide proof of illness. This is usually a doctor's note (called a "fit note" or "medical certificate"). You do not need a fit note for the first three days, but your employer can require one from day four onwards. If you do not provide it, your employer can stop paying SSP.

Your employer must continue paying you SSP as long as you remain ill and meet the conditions. You do not have to reapply each week — the payment continues automatically until either you return to work or you reach the 28-week limit.

When SSP stops and what happens next

SSP ends after 28 weeks of illness in any three-year period. This does not mean 28 consecutive weeks — it means 28 weeks total, even if they are spread across multiple periods of illness. Once you reach 28 weeks, your employer stops paying SSP, even if you remain unable to work.

When SSP ends, you may be able to claim Employment and Support Allowance (ESA) from the government. ESA is a different benefit with different rules and amounts. You can claim ESA while you are still receiving SSP if you have already used up most of your 28 weeks, so there is no gap in payment.

If you return to work before 28 weeks are up, the clock does not reset immediately. If you become ill again within 13 weeks of returning to work, those new sick days count toward the same 28-week total. If you stay well for more than 13 weeks, a new three-year period begins and your SSP counter resets to zero.

SSP and your tax, National Insurance, and other deductions

SSP counts as income for tax purposes. Your employer will deduct income tax from SSP the same way they deduct it from your regular wages. You will also pay National Insurance contributions on SSP, just as you do on regular pay.

Other deductions — such as pension contributions, union fees, or loan repayments — may or may not be taken from SSP depending on your contract and your employer's policy. Ask your payroll department which deductions apply to SSP.

SSP does not affect your may be able to access for other benefits you may receive, such as Housing Benefit or Council Tax Reduction, though the amount of those benefits may change because your income has changed. If you receive means-tested benefits, report the SSP to the relevant office so they can recalculate your entitlement.

Situations where you may not receive SSP

You cannot receive SSP if you have not worked for your employer for at least two weeks. Some employers require longer — check your contract. You also cannot receive SSP if you earn below the Lower Earnings Limit, which is set by the government and changes each April.

If you are already receiving Statutory Maternity Pay, Statutory Paternity Pay, or Statutory Adoption Pay, you cannot receive SSP at the same time. You receive one or the other, not both.

If you are dismissed while on SSP, your employer must continue to pay SSP until either you return to work or your notice period ends, whichever comes first. After that, SSP stops.

How SSP appears on your payslip and in your budget

SSP will appear on your payslip as a separate line item, usually labeled "SSP" or "Statutory Sick Pay". It shows the gross amount (before tax and National Insurance) and the deductions taken from it. Your net pay (the amount that actually reaches your bank account) will be lower than your normal net pay because you are working fewer hours or days.

When budgeting during illness, remember that SSP is usually less than your normal take-home pay. If you normally earn £2,000 per month and you are off sick for two weeks, your SSP for those two weeks will be significantly less. Plan for reduced income and prioritize essential bills — rent, utilities, food, and medication — before discretionary spending.

Frequently Asked Questions

Can my employer refuse to pay SSP?

No, if you meet the legal conditions, your employer must pay SSP. However, they can refuse if you do not notify them within their required timeframe, if you do not provide a fit note when asked, or if you have not worked there for at least two weeks. If your employer refuses to pay SSP you believe you are may have access to to, you can contact ACAS (the Advisory, Conciliation and Arbitration Service) for guidance.

Does SSP count toward my holiday pay or final pay if I leave my job?

SSP does not add to your holiday entitlement or your final paycheck. Holiday pay is calculated separately based on your normal wages. If you leave your job while receiving SSP, your employer pays you SSP up to your last day of employment, but it does not increase any other payments owed to you.

What if I disagree with my employer about how much SSP I should receive?

Check your payslip against the current SSP rate set by the government (published each April). If the amount is lower than the legal rate, ask your payroll department in writing why. If they cannot explain it, contact ACAS or your local Citizens Advice Bureau for help.

Can I receive SSP if I work part-time or have multiple jobs?

Yes, you can receive SSP from each employer you work for, as long as you meet the conditions with each one. However, the total SSP you receive cannot exceed what you would normally earn. If you work two part-time jobs and are ill, you claim SSP from both employers, but the combined amount is capped at your normal combined earnings.

What happens to my SSP if I am hospitalized?

You continue to receive SSP while hospitalized, as long as you remain unable to work. Hospitalization does not change the rules — you still need to notify your employer and provide a fit note if asked. The 28-week limit still applies.