We all get sick from time to time – it’s just part of life. Whether you’re sniffling with a cold or dealing with something more serious, Statutory Sick Pay (SSP) is there as a financial safety net for UK workers. While many employers provide this support, the rules surrounding SSP have remained largely unchanged for some time. However, with the significant overhaul of the UK Employment Rights Bill currently making its way through parliament, changes to statutory sick pay are expected to come into force in April 2025, subject to parliamentary approval. We’ll explore what SSP is, how it currently works, and the potential changes you can expect to see in the very near future.
Who Qualifies for Statutory Sick Pay?
Currently, employees who are off sick for more than three days (including non-working days) may be eligible for SSP. To qualify, the employee must earn at least £123 per week. The current rate of SSP is £116.75 per week, and employees can receive this payment for up to 28 weeks per year.
As a standard procedure, if an employee is absent for longer than 7 days, their employer may ask them to provide proof of their illness through a doctor’s note which can be obtained through a registered nurse, at your local GP or hospital, occupational therapist, pharmacist or physiotherapist.
While the government decides on the legal minimum SSP allowance, some employers may offer a more generous sick pay scheme however, this is at their own discretion and is not a legal obligation.
How is Statutory Sick Pay Changing?
As first outlined in October 2024, the UK Employment Rights Bill will seek to change the way SSP currently works. Changes are expected to include the removal of the lower earnings limit, as well as abolishing the 3-day unpaid waiting period, meaning that employees will be eligible to SSP from the first day of sickness rather than their fourth.
In the UK today, 1.3 million people find themselves as low-income earners taking home less than £123 a week and until now, have not been eligible to claim SSP. However, these changes mean they will now be eligible to receive 80% of their weekly wage or the standard SSP rate, whichever is lower. Meanwhile, the minimum earnings threshold to qualify for full SSP will also increase slightly from £123 to £125 per week.
Summary of Changes to SSP from April 2025:
| Present | From April 2025 | |
| Weekly SSP allowance | £116.75 per week | £118.75 per week |
| Lower Earnings Limit (LEL) | Must be paid an average of or more than £123 per week | Must be paid an average of or more than £125 per week |
| Sick days prior to SSP | 3-days into your absence | 0 days – SSP will begin from your first sick day |
| Low-income earners | Not eligible for SSP | Eligible to receive up to 80% of their weekly earnings |
Effects for Employees
The aim of these amendments is to ease pressure on employees, encouraging them to take the time needed to fully recover before returning to work. This approach can prevent contagious illnesses from spreading to colleagues and avoid the knock-on effects of workplace illness.
These new rules will provide greater reassurance and financial support for employees when they need to take sick days, creating a healthy and supportive workplace environment.
Implications for Businesses
From a business perspective, the aim of these amendments is to increase productivity within the workplace. Changing the way statutory sick pay works is expected to help provide financial security for those who need it most, helping employees stay in work and avoid the risk of dropping out of the workforce.
Whilst these changes are designed to provide benefits to both employees and businesses, there may be financial implications for some employers as they adapt to the new requirements. However, by boosting productivity and showing support to employees, these policies can create a healthier workplace culture.
For businesses, the GOV.UK statutory sick pay calculator can be a useful tool to determine the amount of SSP your employee is due after sickness.
Here to Guide You
Whether you’re an employee or an employer, at Clapham & Collinge, our specialist employment law solicitors are here to provide you with access to relevant and reliable legal advice.
Associate and Head of Employment at Clapham and Collinge, Nicola Strefford, brings over 13 years of expertise across private practice and local government. Her comprehensive experience covers employment matters for both individuals and businesses.
If you are in need of legal advice, please contact our client relations team on 01603 693510 to book an appointment with one of our employment lawyers.
With further changes in the Employment Rights Bill currently passing through parliament, we’re here to guide you through this changing landscape.
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