{"id":9331,"date":"2022-11-12T02:16:58","date_gmt":"2022-11-11T16:16:58","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/blog\/sick-leave-entitlements\/"},"modified":"2025-10-10T08:36:24","modified_gmt":"2025-10-10T08:36:24","slug":"sick-leave-entitlements","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/uk\/blog\/sick-leave-entitlements\/","title":{"rendered":"Sick leave entitlements in the UK explained"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull sticky-blog-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" 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C2.56821124,12.921447 3.80678291,13.3317192 5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" fill=\"currentColor\"\/><\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-content-justification-left is-layout-constrained wp-container-core-group-is-layout-5 wp-block-group-is-layout-constrained\"><h1 class=\"blog-template-title wp-block-post-title\">Sick leave entitlements in the UK explained<\/h1><\/div>\n\n\n\n<p class=\"blog-template-sub-title\" style=\"padding-top:var(--wp--preset--spacing--9);padding-bottom:var(--wp--preset--spacing--9);line-height:1.5\">We unpack everything about statutory sick pay in the UK and how you can best support your employees on sick leave.<\/p>\n\n\n\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-8 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-query wp-block-hosts-query has-global-padding is-content-justification-left is-layout-constrained wp-container-core-query-is-layout-1 wp-block-query-is-layout-constrained\"><ul data-wp-interactive=\"eh-hosts\" class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-flow\"><li data-host-index=\"0\" data-wp-on--click=\"actions.openDetail\" class=\"wp-block-post post-24794 hosts type-hosts status-publish has-post-thumbnail hentry\">\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-7 wp-block-group-is-layout-flex\"><figure style=\"width:52px;height:52px;\" class=\"wp-block-post-featured-image\"><img loading=\"lazy\" decoding=\"async\" width=\"120\" height=\"120\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-120x120.jpg\" class=\"attachment-host_thumbnail size-host_thumbnail wp-post-image\" alt=\"\" style=\"border-radius:60px;height:52px;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-120x120.jpg 120w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-150x150.jpg 150w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-240x240.jpg 240w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-54x54.jpg 54w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-108x108.jpg 108w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-685x683.jpg 685w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-200x200.jpg 200w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-400x400.jpg 400w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-216x216.jpg 216w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-432x432.jpg 432w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-112x112.jpg 112w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-224x224.jpg 224w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-142x142.jpg 142w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/07\/profile2-284x284.jpg 284w\" sizes=\"auto, (max-width: 120px) 100vw, 120px\" \/><\/figure>\n\n\n<div class=\"wp-block-group has-sm-font-size is-vertical is-content-justification-center is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\"><h6 style=\"line-height:1.3; border-right-width:1px;border-right-color:var(--wp--preset--color--black); padding-right:var(--wp--preset--spacing--2);\" class=\"has-text-align-center has-link-color wp-elements-1e20e747939e3458765ab321928f59b7 wp-block-post-title has-text-color has-violet-500-color has-sm-font-size\">Stefanie le Roux<\/h6><\/div>\n<\/div>\n\n<\/li><\/ul><\/div>\n\n\n\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Last Updated<\/span>&nbsp;<time datetime=\"2025-10-10T08:36:24+00:00\">Oct 10, 2025<\/time>\n<\/p>\n\n\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">18 mins read<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-large is-resized blog-template-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"601\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/11\/UK_Statutory-sick-pay-blog-1024x601.webp\" alt=\"UK Statutory sick pay blog\" class=\"wp-image-42769\" style=\"object-fit:cover;width:864px;height:561px\"\/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-16 wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:700px\" id=\"content-wrapper\">\n<div class=\"content-single-table-content\"><\/div>\n\n\n\n<div class=\"wp-block-group content_single content_single--blog content-single-content-wysiwyg has-global-padding is-layout-constrained wp-container-core-group-is-layout-14 wp-block-group-is-layout-constrained\" style=\"margin-bottom:var(--wp--preset--spacing--4)\">\n<p class=\"has-paragraph-2-m-font-size\">When was the last time you checked in on your team?<\/p>\n\n\n\n<p class=\"has-black-color has-text-color has-link-color has-paragraph-2-m-font-size wp-elements-fd08137584f402e80283ef7d5636d41c\">With ongoing economic pressures, rising living costs and increasing <a href=\"https:\/\/employmenthero.com\/uk\/blog\/mental-health-leave-guide\/\">mental health challenges<\/a> affecting workers nationwide, many employees find it harder to take the time off they need. According to the latest data from the Office for National Statistics (ONS), the sickness absence rate in the UK was 2.0% in 2024, with an estimated 148.9 million working days lost due to sickness or injury.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">These figures, published in the ONS\u2019s Sickness Absence in the Labour Market report, highlight how important it is for businesses to understand sick leave entitlements and manage them effectively to support their teams.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Let\u2019s break down everything you need to know about paid statutory sick pay (SSP), how it works and what you can do to support your employees during sick leave.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is Statutory Sick Pay (SSP)?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Statutory Sick Pay (SSP) is the legal minimum amount that employers in the UK must pay eligible employees when they are off work due to illness. It\u2019s set out in law under the Employment Rights Act 1996 and ensures workers get financial support if they can\u2019t work because of sickness.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">It\u2019s important to note that SSP is different from occupational sick pay. Occupational sick pay refers to any enhanced sick pay schemes your company might offer in addition to the statutory minimum. These schemes can be more generous but must never fall below SSP.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Who is entitled to SSP in the UK?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Not every worker qualifies for SSP, and understanding the eligibility criteria is important for employers and employees alike. The requirements might seem straightforward, but there are some important nuances that need to be considered.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">To be eligible for SSP, employees must meet several specific criteria that work together to determine their entitlement. First, they must be classed as an employee rather than self-employed (e.g. contractors or freelancers). Some workers (e.g. zero-hours or casual workers) may be eligible to receive SSP depending on whether they meet the eligibility criteria.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Second, the employee must have been off sick for at least 4 consecutive days, which includes weekends and non-working days. So if someone falls ill on a Thursday and doesn&#8217;t return until the following Tuesday, this counts as 6 consecutive days.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Third, they need to earn an average of at least \u00a3125 per week before tax and National Insurance, which is calculated over an 8-week period before the sickness begins. This means that even workers with variable hours or seasonal employment might qualify if their average earnings meet this threshold.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Finally, employees must notify their employer about their sickness according to company procedures or, if there are no specific company rules, as soon as reasonably practicable. If your employee meets all these criteria, they&#8217;re entitled to SSP for their period of sickness, starting from the fourth day of absence.&nbsp;<\/p>\n\n\n\n<p class=\"has-black-color has-text-color has-link-color has-paragraph-2-m-font-size wp-elements-d846d52fbaf7fdb76adf9fdd11818510\">These requirements apply to each separate period of sickness, so an employee who recovers and returns to work before becoming ill again would need to meet the criteria afresh.. For official government guidance, you can head over to <a href=\"https:\/\/www.gov.uk\/statutory-sick-pay\" target=\"_blank\" rel=\"noreferrer noopener\">Gov.uk<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How much is statutory sick pay per day or week?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For the 2025\/26 tax year, the weekly SSP rate is \u00a3118.75. This amount is taxable and subject to National Insurance contributions.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">SSP is paid for up to 28 weeks for each qualifying period of sickness. The first three days of absence, known as \u2018waiting days\u2019, are generally unpaid, unless they link to a previous sickness absence within 8 weeks (known as a linked period).<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Because not everyone works the same pattern, SSP can be calculated on a daily basis depending on the employee\u2019s usual working days. Here\u2019s a simple breakdown:<\/p>\n\n\n\n<div class=\"wp-block-group table-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<table class=\"table-style\">\r\n<thead>\r\n<tr>\r\n<th class=\"column-11\">\r\n<p><strong>Working Pattern<\/strong><\/p>\r\n<\/th>\r\n<th class=\"column-12\">\r\n<p><strong>Weekly SSP Rate<\/strong><\/p>\r\n<\/th>\r\n<th class=\"column-13\"\">\r\n<p><strong>Daily SSP Rate (5-day week)<\/strong><\/p>\r\n<\/th>\r\n<th class=\"column-14\">\r\n<p><strong>Daily SSP Rate (7-day week)<\/strong><\/p>\r\n<\/th>\r\n<\/tr>\r\n<\/thead>\r\n<thead>\r\n<tr>\r\n<td>\r\n<p>Full-time (5 days)<\/p>\r\n<\/td>\r\n<td>\r\n<p>&pound;118.75<\/p>\r\n<\/td>\r\n<td>\r\n<p>&pound;23.75<\/p>\r\n<\/td>\r\n<td>\r\n<p>&pound;16.96<\/p>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<p>Part-time (3 days)<\/p>\r\n<\/td>\r\n<td>\r\n<p>&pound;118.75<\/p>\r\n<\/td>\r\n<td>\r\n<p>&pound;23.35<\/p>\r\n<\/td>\r\n<td>\r\n<p>&pound;16.68<\/p>\r\n<\/td>\r\n<\/tr>\r\n<\/thead>\r\n<\/table>\n<\/div>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For example, if an employee usually works 5 days a week, they would receive \u00a323.75 per day of sick leave. This helps ensure fair payment regardless of part-time or flexible schedules.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Fit notes, self-certification and proof of illness<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">When an employee is sick, the rules around proof of illness change depending on how long they\u2019re off work:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">For the first 7 days (including non-working days), employees can self-certify their absence, meaning they just need to inform you they\u2019re unwell. No medical certificate is needed.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">From day 8 onwards, a fit note, also known as a sick note, from a GP or hospital becomes necessary. This note confirms their fitness to work or suggests adjustments.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers can ask for reasonable medical evidence, but cannot demand excessive proof beyond these fit notes. Examples include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">A doctor\u2019s fit note<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Hospital discharge letters<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Medical certificates from qualified healthcare professionals<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">What employers need to know about sick leave and SSP<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">As an employer, you have important legal responsibilities when managing sick leave and SSP payments:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">You must pay SSP correctly to eligible employees and maintain accurate payroll records.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Keep track of long-term sickness cases, including exploring options for reasonable adjustments or phased returns to work, especially if the illness is linked to a disability.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">It\u2019s vital to keep records of sickness absences and SSP payments for at least 3 years, as required by law.<\/li>\n\n\n\n<li class=\"has-black-color has-text-color has-link-color has-paragraph-2-m-font-size wp-elements-bec9693dbd2dab79bfeba69df9475745\">Make sure employees are aware of the company\u2019s sick <a href=\"https:\/\/employmenthero.com\/uk\/resources\/understanding-parental-leave\/\">leave policies and procedures<\/a> for notifying absence.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Enhanced sick pay, can employers offer more than SSP?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Many employers offer occupational sick pay (OSP) schemes that provide better benefits than the statutory minimum. This might mean paying full salary for a period or offering additional weeks beyond the 28 weeks SSP covers.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Here\u2019s how SSP compares to occupational sick pay:<\/p>\n\n\n\n<div class=\"wp-block-group table-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<table class=\"table-style\">\r\n<thead>\r\n<tr>\r\n<th class=\"column-21\">\r\n<p><strong>Feature<\/strong><\/p>\r\n<\/th>\r\n<th class=\"column-22\">\r\n<p><strong>Statutory Sick Pay (SSP)<\/strong><\/p>\r\n<\/th>\r\n<th class=\"column-23\"><p><strong>Occupational Sick Pay (OSP)<\/strong><\/p>\r\n<\/th>\r\n<\/tr>\r\n  <\/thead>\r\n<tbody>\r\n<tr>\r\n<td>\r\n<p>Minimum amount<\/p>\r\n<\/td>\r\n<td>\r\n<p>&pound;118.75 per week<\/p>\r\n<\/td>\r\n<td>\r\n<p>Varies by employer policy<\/p>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<p>Duration<\/p>\r\n<\/td>\r\n<td>\r\n<p>Up to 28 weeks<\/p>\r\n<\/td>\r\n<td>\r\n<p>Varies (can be longer)<\/p>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<p>Eligibility<\/p>\r\n<\/td>\r\n<td>\r\n<p>Legal criteria<\/p>\r\n<\/td>\r\n<td>\r\n<p>Defined by employment contract<\/p>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<p>Taxable<\/p>\r\n<\/td>\r\n<td>\r\n<p>Yes<\/p>\r\n<\/td>\r\n<td>\r\n<p>Yes<\/p>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<p>National Insurance (NI)<\/p>\r\n<\/td>\r\n<td>\r\n<p>Yes<\/p>\r\n<\/td>\r\n<td>\r\n<p>Yes<\/p>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<p>Contractual obligation<\/p>\r\n<\/td>\r\n<td>\r\n<p>Yes (statutory)<\/p>\r\n<\/td>\r\n<td>\r\n<p>Depends on contract or policy<\/p>\r\n<\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\n<\/div>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Offering enhanced sick pay is a great way to show employees you value their wellbeing and can also encourage quicker, more supported returns to work.<\/p>\n\n\n\n<style>\r\n.table-wrapper {\r\n  overflow-x: auto;\r\n  width: 100%;\r\n}\r\n.table-style {\r\n  min-width:500px;\r\n  border-collapse:collapse;\r\n  width:100%;\r\n}\r\n@media (max-width: 400px) {\r\n  .table-style p{\r\n    font-size: 14px! important;\r\n  }\r\n .table-style td {\r\npadding: 5px 10px!important;\r\n}\r\n}\r\n.table-style thead {\r\n  border-bottom: 1px solid #ccc !important;\r\n}\r\n.table-style th {\r\ntext-align:center!important;\r\nbackground: #7622d7!important;\r\ncolor: #fff!important;\r\nvertical-align: top;\r\nborder: 1px solid #ccc!important;\r\n}\r\n.table-style td {\r\n  padding: 5px 10px;\r\ntext-align:center!important;\r\n  border: 1px solid #ccc!important;\r\n  vertical-align: top;\r\n}\r\n.table-style .column-11, .table-style .column-12,.table-style .column-13, .table-style .column-14 {\r\n  width:25%;\r\n}\r\n.table-style .column-21, .table-style .column-22, .table-style .column-23 {\r\n  width:33%;\r\n}\r\n<\/style>\n\n\n\n<h2 class=\"wp-block-heading\">How 91爆料 can help with SSP and sick leave<\/h2>\n\n\n\n<p class=\"has-black-color has-text-color has-link-color has-paragraph-2-m-font-size wp-elements-2480bad5b0f48487c94a1a60ed74d5c4\">Managing sick leave, SSP payments, and related records can be taxing for HR and payroll teams. That\u2019s where 91爆料 steps in. Our Employment OS offers integrated <a href=\"https:\/\/employmenthero.com\/uk\/products\/free-payroll-software\/\">payroll software<\/a>, HR software, and <a href=\"https:\/\/employmenthero.com\/solutions\/leave-management-software\/\">leave management software<\/a> designed to simplify how you handle Statutory Sick Pay. With our all-in-one platform, you can easily:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-black-color has-text-color has-link-color has-paragraph-2-m-font-size wp-elements-415e8d456ab74a554a2e6686d4907c18\">Track sick leave and SSP payments automatically, so you never miss a statutory deadline.<\/li>\n\n\n\n<li class=\"has-black-color has-text-color has-link-color has-paragraph-2-m-font-size wp-elements-317bd823143910813baddfec42a86ffb\">Keep all employee records organised and accessible in one place.<\/li>\n\n\n\n<li class=\"has-black-color has-text-color has-link-color has-paragraph-2-m-font-size wp-elements-d0db8c2f2a761f6bcbf423fa658951b3\">Manage return-to-work processes and reasonable adjustments easily.<\/li>\n\n\n\n<li class=\"has-black-color has-text-color has-link-color has-paragraph-2-m-font-size wp-elements-22f31e51e07905e0a5432f1dd380717a\">Stay ahead of <a href=\"https:\/\/employmenthero.com\/uk\/resources\/hr-compliance-essential-guide\/\">compliance obligations<\/a> with real-time updates on employment laws and SSP rates.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If you have questions about Statutory Sick Pay or need help navigating your obligations as an employer, our team of experts is here to support you. Get in touch for personalised advice and practical guidance to ensure you\u2019re managing SSP correctly and fairly.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><em><strong>Read more: <\/strong>\u00a0<a href=\"https:\/\/employmenthero.com\/uk\/resources\/sickness-absence-policy\/\">Sickness Absence Policy Template<\/a><\/em><\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\" style=\"padding-bottom:var(--wp--preset--spacing--12)\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/request-a-demo\/\">Get in touch<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-faq eh-faq eh-faq__bg-light\"><div class=\"eh-faq__container\"><div class=\"eh-faq__header\"><h2 class=\"eh-faq__title\">FAQs about Statutory Sick Pay<\/h2><p class=\"eh-faq__subtitle\"><\/p><\/div><div class=\"eh-faq__content\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759114384359\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759114384359\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How long does SSP last?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Statutory Sick Pay (SSP) can be paid for a maximum of 28 weeks (196 days) per qualifying sickness period. This 28-week period doesn&#8217;t have to be continuous. It includes any days of sickness that are part of the same period of incapacity for work.&nbsp;<\/p>\n\n\n\n<p>If an employee returns to work for fewer than 8 weeks and then becomes sick again with the same or a related condition, this counts as part of the same qualifying period. However, if they remain healthy and at work for 8 weeks or more, any subsequent sickness would start a new 28-week entitlement period. The 28 weeks includes weekends and bank holidays, not just working days.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759114384366\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759114384366\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can part-time or zero-hours workers get SSP?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes, part-time employees and zero-hours contract workers are entitled to SSP, provided they meet the standard eligibility criteria. The key requirements are that they must be classified as employees (not self-employed contractors), earn at least \u00a3125 per week on average before tax and National Insurance contributions, and have been sick for at least 4 consecutive days.&nbsp;<\/p>\n\n\n\n<p>The weekly earnings threshold is calculated over an 8-week period before the sickness began, so even workers with variable hours can qualify if their average earnings meet this requirement.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759114677132\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759114677132\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Does SSP apply during pregnancy or maternity?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>SSP applies during pregnancy just like any other period of illness, provided the sickness is genuine and meets the normal criteria. If a pregnant employee is off work due to pregnancy-related illness before their maternity leave begins, they are entitled to SSP for the first 4 weeks (with the first 3 days unpaid as usual).&nbsp;<\/p>\n\n\n\n<p>However, if pregnancy-related illness occurs in the 4 weeks before the expected due date, this can trigger the start of maternity leave, ending SSP entitlement. Once statutory maternity leave begins, employees switch to Statutory Maternity Pay (SMP) or Maternity Allowance, which are separate benefits with their own eligibility criteria and payment rates.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759114736000\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759114736000\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What happens when SSP runs out?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>When the 28-week SSP entitlement period ends, employees who remain unfit for work may need to explore alternative financial support. Employers are legally required to provide SSP1 within 7 days of SSP ending, which serves as evidence for benefit applications. Employees may then be eligible for Universal Credit (if they meet the financial and circumstance criteria), Employment and Support Allowance (ESA) for those with limited capability for work, or Personal Independence Payment (PIP) if they have daily living or mobility needs.&nbsp;<\/p>\n\n\n\n<p>Some employees may also have access to company sick pay schemes that extend beyond statutory requirements, or income protection insurance. It&#8217;s advisable for employees to apply for alternative benefits before SSP ends to avoid gaps in income, and employers should provide clear information about the process and available support options.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759114769114\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759114769114\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can employers request medical evidence for SSP?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Employers can request evidence of sickness to support SSP claims, but the rules around this have specific limitations. For absences of 7 calendar days or less, employers can ask for self-certification but cannot require a doctor&#8217;s note. For longer absences, employers may request medical evidence, but they cannot specify that this must be a &#8216;fit note&#8217; (doctor&#8217;s statement), they must accept alternative forms of evidence such as receipts for medication or appointments.&nbsp;<\/p>\n\n\n\n<p>However, many employers do request fit notes for absences longer than a week, and employees are generally expected to provide them. The employer cannot charge employees for providing evidence, and any requests must be reasonable.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759114825078\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759114825078\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What if an employee works for multiple employers?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Employees who work for multiple employers may be entitled to SSP from each employer separately, provided they meet the eligibility criteria for each job. Each employment is treated independently, so if an employee earns \u00a380 per week from one employer and \u00a360 from another, they wouldn&#8217;t qualify for SSP from either employer individually (as neither meets the \u00a31253 weekly threshold).&nbsp;<\/p>\n\n\n\n<p>However, if they earn \u00a3150 from one employer and \u00a350 from another, they could claim SSP from the first employer only. The employee must inform each employer about their sickness absence and provide appropriate evidence.<\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div>\n<script type=\"application\/ld+json\">{\n    \"@context\": \"https:\/\/schema.org\/\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How long does SSP last?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Statutory Sick Pay (SSP) can be paid for a maximum of 28 weeks (196 days) per qualifying sickness period. This 28-week period doesn't have to be continuous. It includes any days of sickness that are part of the same period of incapacity for work.&nbsp;<\/p><p>If an employee returns to work for fewer than 8 weeks and then becomes sick again with the same or a related condition, this counts as part of the same qualifying period. However, if they remain healthy and at work for 8 weeks or more, any subsequent sickness would start a new 28-week entitlement period. The 28 weeks includes weekends and bank holidays, not just working days.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can part-time or zero-hours workers get SSP?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes, part-time employees and zero-hours contract workers are entitled to SSP, provided they meet the standard eligibility criteria. The key requirements are that they must be classified as employees (not self-employed contractors), earn at least \\u00a3125 per week on average before tax and National Insurance contributions, and have been sick for at least 4 consecutive days.&nbsp;<\/p><p>The weekly earnings threshold is calculated over an 8-week period before the sickness began, so even workers with variable hours can qualify if their average earnings meet this requirement.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Does SSP apply during pregnancy or maternity?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>SSP applies during pregnancy just like any other period of illness, provided the sickness is genuine and meets the normal criteria. If a pregnant employee is off work due to pregnancy-related illness before their maternity leave begins, they are entitled to SSP for the first 4 weeks (with the first 3 days unpaid as usual).&nbsp;<\/p><p>However, if pregnancy-related illness occurs in the 4 weeks before the expected due date, this can trigger the start of maternity leave, ending SSP entitlement. Once statutory maternity leave begins, employees switch to Statutory Maternity Pay (SMP) or Maternity Allowance, which are separate benefits with their own eligibility criteria and payment rates.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What happens when SSP runs out?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>When the 28-week SSP entitlement period ends, employees who remain unfit for work may need to explore alternative financial support. Employers are legally required to provide SSP1 within 7 days of SSP ending, which serves as evidence for benefit applications. Employees may then be eligible for Universal Credit (if they meet the financial and circumstance criteria), Employment and Support Allowance (ESA) for those with limited capability for work, or Personal Independence Payment (PIP) if they have daily living or mobility needs.&nbsp;<\/p><p>Some employees may also have access to company sick pay schemes that extend beyond statutory requirements, or income protection insurance. It's advisable for employees to apply for alternative benefits before SSP ends to avoid gaps in income, and employers should provide clear information about the process and available support options.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can employers request medical evidence for SSP?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employers can request evidence of sickness to support SSP claims, but the rules around this have specific limitations. For absences of 7 calendar days or less, employers can ask for self-certification but cannot require a doctor's note. For longer absences, employers may request medical evidence, but they cannot specify that this must be a 'fit note' (doctor's statement), they must accept alternative forms of evidence such as receipts for medication or appointments.&nbsp;<\/p><p>However, many employers do request fit notes for absences longer than a week, and employees are generally expected to provide them. The employer cannot charge employees for providing evidence, and any requests must be reasonable.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What if an employee works for multiple employers?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employees who work for multiple employers may be entitled to SSP from each employer separately, provided they meet the eligibility criteria for each job. Each employment is treated independently, so if an employee earns \\u00a380 per week from one employer and \\u00a360 from another, they wouldn't qualify for SSP from either employer individually (as neither meets the \\u00a31253 weekly threshold).&nbsp;<\/p><p>However, if they earn \\u00a3150 from one employer and \\u00a350 from another, they could claim SSP from the first employer only. The employee must inform each employer about their sickness absence and provide appropriate evidence.<\/p>\"\n            }\n        }\n    ]\n}<\/script>\n\n\n<p class=\"has-neutral-500-color has-text-color has-link-color has-xs-font-size wp-elements-0e76d66ae9389d6f4a2d032b9501a3aa\"><em><em>The information in this article is current as at 18 August 2025, and has been prepared by 91爆料 UK Ltd and its related bodies corporate (91爆料). The views expressed in this article are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional advice. Some information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. 91爆料 does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article. You should undertake your own research and seek professional advice before making any decisions or relying on the information in this article.<\/em><\/em><\/p>\n\n\n\n<style>\r\n.eh-faq__container {flex-direction:column!important;}\r\n@media screen and (min-width: 1441px) {\r\n    .eh-faq__content {\r\n       max-width: 904px!important;\r\n        min-width: 715px!important;\r\n    }\r\n}\r\n.eh-faq {padding:0px 0px 24px 0px!important;}\r\n<\/style>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-3 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/request-a-demo\/\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:300px\">\n<div class=\"wp-block-group right-sticky-side-panel has-global-padding 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class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/?topic%5B0%5D%5B0%5D=Product\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop 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src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The UK&#8217;s pay transparency plans need to work for small businesses too\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-768x432.webp 768w, 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Learn what&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The UK&#8217;s pay transparency plans need to work for small businesses too<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-52535 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer of Record Pricing: How Much Does an EOR Cost in 2026?\u00a0\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/David_Holland.jpg\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\" >Employer of Record Pricing: How Much Does an EOR Cost in 2026?\u00a0<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Wondering what an EOR actually costs in 2026? Break down Employer of Record pricing models, average fees and what to&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employer of Record Pricing: How Much Does an EOR Cost in 2026?\u00a0<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-52494 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-26 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"2560\" height=\"1707\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-scaled.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The Pros and Cons of Using an Employer of Record (EOR)\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-scaled.webp 2560w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-300x200.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-1024x683.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-768x512.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-1536x1024.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-2048x1365.webp 2048w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-440x293.webp 440w\" sizes=\"auto, (max-width: 2560px) 100vw, 2560px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-25 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/David_Holland.jpg\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\" >The Pros and Cons of Using an Employer of Record (EOR)<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Weighing up an EOR? Explore the key pros and cons of Employer of Record services, and find out if it&#8217;s&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The Pros and Cons of Using an Employer of Record (EOR)<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Understand UK statutory sick pay (SSP) entitlement including rates, eligibility, sick leave rules &#038; employer obligations. A clear, expert guide for managers.<\/p>\n","protected":false},"author":5,"featured_media":42769,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_visual_mode":"business","_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"3 min read","display_reading_time":false,"download_content_type":"file","download_file":"34130","download_url":"","download_cta_label":"","homepage_thumbnail":0,"footnotes":""},"categories":[1],"tags":[],"resource-type":[157],"topic":[],"learn_topic":[],"industry":[65,57,55,66,72,35,76,41,77,58,43,67,46,69,40,59,73,70,45,54,47,49,51,68,52,50,64,44,42,53,48,74,75,56,71],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"content_type":[],"post_features":[],"class_list":["post-9331","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","resource-type-blog","industry-agriculture","industry-automotive","industry-business-consulting","industry-childcare","industry-colleges-and-sporting-clubs","industry-construction","industry-consumer-services","industry-customer-service","industry-early-education","industry-ecommerce","industry-education","industry-entertainment","industry-finance","industry-financial-services","industry-franchises","industry-health-and-fitness","industry-health-services","industry-healthcare","industry-hospitality","industry-it-and-technology","industry-legal","industry-logistics-manufacturing","industry-media-communications","industry-not-for-profit","industry-professional-services","industry-public-relations","industry-real-estate","industry-real-estate-and-strata-management","industry-recruitment","industry-retail","industry-stem","industry-technology","industry-utilities-public-services","industry-veterinary-services","industry-youth-services"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/9331","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/comments?post=9331"}],"version-history":[{"count":26,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/9331\/revisions"}],"predecessor-version":[{"id":43757,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/9331\/revisions\/43757"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/42769"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=9331"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/categories?post=9331"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/tags?post=9331"},{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=9331"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=9331"},{"taxonomy":"learn_topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/learn_topic?post=9331"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=9331"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=9331"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=9331"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=9331"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=9331"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=9331"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=9331"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=9331"},{"taxonomy":"content_type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/content_type?post=9331"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=9331"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}