Sick leave

Sick leave in the United Kingdom is not mandated by statute at a minimum level. The Employment Rights Act 1996 does not prescribe a statutory entitlement to paid sick leave, meaning employers are not legally required to provide any paid time off for illness. However, employees retain the right to take reasonable time off work to deal with unexpected emergencies or short-term illness, though this absence is typically unpaid unless an employment contract or company policy specifies otherwise.

The governing framework derives from the Employment Rights Act 1996 and common law principles established through case law. The Health and Safety at Work etc. Act 1974 also reinforces that employers must ensure employee health and safety, which indirectly relates to illness management.

In practice, many employers voluntarily offer contractual sick pay schemes as part of competitive employment packages. Where such schemes exist, they are governed by the terms of the individual employment contract rather than statutory minimums. The Statutory Sick Pay (SSP) scheme, regulated under the Social Security Contributions and Benefits Act 1992, provides a safety net: eligible employees can claim SSP from their employer at the rate of £111.35 per week (as of April 2024) for up to 28 weeks of absence due to incapacity for work, though employers can recover some costs through National Insurance contributions.

Payroll teams must verify whether employees qualify for SSP based on earnings thresholds and contribution history. Employers should maintain clear absence policies documenting any contractual sick pay arrangements and ensure compliance with notification procedures. Medical certification requirements typically apply after three consecutive days of absence.