Sick Pay Calculator UK 2026: Calculate SSP & Track 12-Month Rolling Sickness
Work out your Statutory Sick Pay (SSP) entitlement instantly. Our free calculator tracks your 12-month rolling sickness history, shows remaining SSP weeks, calculates linked periods, and tells you exactly what you'll receive—all based on current UK employment law.
Being off sick is stressful enough without worrying whether you'll get paid. If you're employed in the UK and earn over £123 a week, you're probably entitled to Statutory Sick Pay (SSP)—but the rules aren't as simple as "call in sick, get paid." There's a waiting period, a maximum entitlement, and something called the 12-month rolling sickness rule that most people don't understand until it bites them.
Here's the thing: you don't get SSP from day one. The first three "qualifying days" of sickness are unpaid. SSP kicks in from the fourth day you'd normally work. It's paid at £116.75 per week (as of April 2026), regardless of your actual salary. And critically, you can only receive SSP for up to 28 weeks in any rolling 12-month period. If you've been sick multiple times in the past year, those previous absences eat into your remaining entitlement.
This calculator does the maths for you. Enter your current absence dates, tell us about any previous sick leave in the last 12 months, and we'll calculate what SSP you're owed, how much entitlement you have left, and whether your absences count as "linked periods" (which matters because it affects whether the 3-day waiting period applies again). If you're also navigating other employment rights issues, our holiday entitlement calculator and notice period calculator can help you understand your full statutory rights.
Unlike the official GOV.UK calculator, which handles one absence at a time, ours tracks your full 12-month sickness history so you can see the bigger picture. Whether you're an employee checking your payslip, an HR manager calculating liabilities, or someone worried about hitting the 28-week limit, this tool gives you accurate, actionable answers based on real UK employment law.
Calculate Your Statutory Sick Pay
Complete all sections for an accurate SSP calculation and entitlement forecast
How the 12-Month Rolling Sickness Period Works
One of the most misunderstood parts of UK sick pay law is the "12-month rolling period" rule. Unlike holidays or tax years that reset on fixed dates, SSP entitlement is measured across any consecutive 12 months. Here's how it actually works, with real examples, because this trips up thousands of employees and HR teams every year.
12-Month Rolling Sickness Calculator Explained
Imagine today is 7 January 2026. If you're checking your SSP entitlement, the system looks back exactly 12 months—to 7 January 2025. Any SSP you received between those two dates counts toward your 28-week maximum. As time moves forward, old absences "fall off" the back end of the 12-month window, freeing up entitlement again.
Example 1: Single Long Absence
Sarah was off sick from 10 March 2025 to 15 June 2025 (14 weeks). She used 14 weeks of her 28-week SSP allowance. If she gets sick again on 10 January 2026, she still has 14 weeks used within the rolling 12 months. But once 10 March 2026 arrives, that old absence starts dropping out of the window. By mid-June 2026, all 14 weeks will have "expired," and she'll have a fresh 28 weeks available again.
Example 2: Multiple Shorter Absences
James had three separate illnesses:
- February 2025: 2 weeks sick (flu)
- June 2025: 3 weeks sick (broken ankle)
- November 2025: 1 week sick (migraine)
The rolling period is why you can't "reset" your SSP by waiting until the new year—it's not calendar-based. If you've burned through 20 weeks by December 2025, you still have only 8 weeks left in January 2026 because those 20 weeks are still within the 12-month lookback. Understanding your unpaid leave rights can also help if you're approaching your SSP limit and considering other options.
Check Earnings Threshold
To qualify for SSP, you must earn at least £123 per week on average (calculated over the 8 weeks before you got sick). This is gross pay, before tax. If you're part-time, casual, or on a zero-hours contract, add up your earnings from the last 8 weeks, divide by 8, and if the average is £123+, you qualify. If you earn less, you won't get SSP, but you might qualify for Universal Credit or Employment and Support Allowance instead.
Identify Qualifying Days
SSP is only paid for days you'd normally work. If you work Monday-Friday, those are your 5 qualifying days per week. If you're sick over a weekend but don't work weekends, those days don't count toward SSP. The first 3 qualifying days of any new sickness are "waiting days" (unpaid). SSP starts from the 4th qualifying day. So if you work 5 days/week and get sick on Monday, you don't get SSP until Thursday (Mon-Wed are waiting days).
Calculate SSP Amount
SSP is paid at £116.75 per week (2026 rate), regardless of your actual salary. If you work full-time (5 days) and are sick the whole week, you get the full £116.75. If you work part-time (say 3 days) and are sick for all 3, you still get £116.75. If you're sick for fewer days than you work, it's pro-rated: (sick qualifying days ÷ total weekly qualifying days) × £116.75. So if you work 5 days and are sick for 2, you get (2÷5) × £116.75 = £46.70.
Track 12-Month Rolling History
Look back 12 months from today. Count every week (or part-week) you received SSP. If the total is 28 weeks, you've hit the maximum—no more SSP until old absences fall outside the 12-month window. If you've used 10 weeks, you have 18 left. This is where the calculator saves you time: it does the lookback and maths automatically. You just input your past absences and current absence, and it tells you how much entitlement remains.
Handle Linked Periods (8-Week Rule)
If you're sick, recover, then get sick again within 8 weeks, the two absences are "linked" under UK law. This means no new 3-day waiting period for the second illness—SSP continues immediately. However, both absences count toward your 28-week total. If the gap is more than 8 weeks, they're separate "Periods of Incapacity for Work" (PIWs), and you serve waiting days again but get a fresh 28-week entitlement window (assuming old absences have dropped out of the 12-month period).
Provide Evidence (Fit Notes)
For sickness of 7 days or less (including non-working days), you can self-certify—no doctor's note needed. If you're sick for 8+ days, you must provide a "fit note" (formerly called a sick note) from a GP, hospital doctor, or NHS 111. Without a fit note, your employer can legally refuse SSP for the period after day 7. Fit notes are free on the NHS. If you're off long-term, you'll need updated fit notes every few weeks depending on what the doctor writes.
Data Sources & Accuracy
This calculator uses official 2026 UK Statutory Sick Pay rules and rates:
- SSP Weekly Rate: £116.75 per week (April 2026 rate confirmed by GOV.UK)
- Earnings Threshold: £123 per week average (8-week lookback) per HMRC guidance
- Maximum Entitlement: 28 weeks in any rolling 12-month period (Social Security Contributions and Benefits Act 1992)
- Waiting Days: First 3 qualifying days unpaid (SSP starts day 4) per ACAS
- Linked Periods: Absences within 8 weeks treated as continuous (GOV.UK eligibility rules)
- Fit Note Requirement: Mandatory after 7 days sickness (NHS guidance)
Important: This calculator provides estimates for planning purposes. Actual SSP depends on your specific employment contract, payroll processing, and any disputes should be referred to ACAS or an employment law specialist. Results are not legal advice. For personalised guidance, consult an employment solicitor or contact ACAS (free helpline: 0300 123 1100).
Real Example: Calculating SSP with Rolling 12-Month History
The Situation
Emma works full-time (Monday-Friday, 5 qualifying days) earning £350/week gross. She's been sick three times in the past year:
- March 2025: Flu, off work 2 weeks (10 working days)
- July 2025: Broken wrist, off work 6 weeks (30 working days)
- December 2025: Viral infection, off work 1 week (5 working days)
Total SSP used so far: 9 weeks (2 + 6 + 1). Now, on 6 January 2026, Emma gets sick again with a severe chest infection. She expects to be off for 2 weeks. Is she eligible for SSP? How much will she receive? How much entitlement does she have left?
📊 Calculator Inputs
- Average weekly earnings: £350 (well above £123 threshold ✓)
- Qualifying days per week: 5 (Mon-Fri)
- Current absence start: 6 January 2026
- Current absence end: 17 January 2026 (2 weeks)
- Previous SSP used (12 months): 9 weeks
- Last absence ended: 20 December 2025
- Linked periods: Yes (gap less than 8 weeks since December absence)
💰 The Results
🤔 The Verdict
Emma will receive full SSP for this absence. Because her current sickness started within 8 weeks of her December illness ending, the two are "linked"—meaning no new 3-day waiting period. She gets SSP immediately from day one of this absence. Her total SSP usage rises to 11 weeks out of 28, leaving her with 17 weeks of entitlement. If she stays healthy, the March 2025 absence (2 weeks) will drop out of her rolling 12-month window in March 2026, restoring 2 more weeks of entitlement.
The takeaway: Tracking your 12-month rolling sickness is crucial if you've had multiple absences. Emma didn't realise her absences were linked, but the calculator flagged it—saving her from incorrectly serving waiting days. Had she not been aware of the 8-week rule, she might have assumed she'd lose 3 days' pay. If you're managing absences alongside other income changes, our salary increase calculator can help you understand how sick pay impacts your overall take-home.
Frequently Asked Questions
How does the 12-month rolling sickness rule work?
The 12-month rolling rule means your SSP entitlement is calculated over any continuous 12-month period, not a calendar year. If you claim SSP in March 2025, those weeks count toward your limit until March 2026. As each day passes, the "window" shifts forward—old absences outside the 12 months stop counting, and you regain that entitlement.
Example: You used 10 weeks of SSP between January and April 2025. In January 2026, those 10 weeks are still within the rolling 12 months, so you have 18 weeks left (28 total - 10 used). By May 2026, the January-April 2025 absences drop off, and you have nearly a full 28 weeks again (minus any new absences in the meantime).
This is different from annual leave, which resets on a fixed date each year. SSP is continuous and rolling—think of it like a moving 12-month window that follows you wherever you are in the calendar.
Do previous sick days count toward SSP?
Yes, absolutely. Every week (or partial week) of SSP you've received in the past 12 months reduces your remaining entitlement. SSP is capped at 28 weeks (196 days) in any rolling 12-month period. If you've already used 15 weeks, you only have 13 weeks left.
This is why tracking your sickness history is critical. Many employees don't realise they're approaching the limit until they're told "you've exhausted your SSP." Once you hit 28 weeks, SSP stops completely—though you may then qualify for benefits like Universal Credit or Employment and Support Allowance (ESA). You can check eligibility using our Universal Credit calculator.
The good news: as old absences fall outside the 12-month window, your entitlement refreshes. If you were sick for 5 weeks in February 2025, those 5 weeks stop counting once February 2026 passes.
When does SSP entitlement reset?
SSP doesn't "reset" on a specific date like tax years (6 April) or holiday entitlement (usually anniversary of employment). Instead, it operates on a rolling 12-month basis. Your entitlement refreshes gradually as old sick days move outside the 12-month lookback period.
Example: You used 8 weeks of SSP from 1 May 2025 to 26 June 2025. Those 8 weeks count toward your 28-week maximum until 1 May 2026. On 2 May 2026, the first day of that absence drops out of the rolling window, and you regain a tiny bit of entitlement. By 27 June 2026, all 8 weeks are outside the window, and you've "reset" that portion of entitlement.
If you've had no sickness in 12 months, you effectively have a fresh 28 weeks available. There's no annual "reset date"—it's a continuous rolling calculation.
Can I receive SSP more than once in a year?
Yes. You can claim SSP for multiple separate illnesses in a year, as long as your total SSP across all absences doesn't exceed 28 weeks in any rolling 12-month period. Each illness is assessed individually for eligibility (earnings threshold, qualifying days, fit notes), but the 28-week cap applies to the cumulative total.
Example: You're sick in February (3 weeks), June (2 weeks), and November (4 weeks). That's 9 weeks total. You're entitled to SSP for each absence (assuming you meet all criteria), and you still have 19 weeks of entitlement left. If you get sick again in December, you can claim more SSP—up to the remaining 19 weeks.
Linked Periods: If absences are within 8 weeks of each other, they're treated as one continuous period (no new waiting days), but they still all count toward the 28-week total. If absences are more than 8 weeks apart, they're separate periods (new waiting days apply), but again, all count toward the cumulative 28-week cap.
How to calculate sick pay in the UK?
UK Statutory Sick Pay is calculated as follows:
Step 1: Check eligibility
- Earn at least £123/week on average (gross, based on last 8 weeks before sickness)
- Sick for at least 4 consecutive days (including non-working days like weekends)
- Notify your employer within their deadline (usually within a few days)
Step 2: Identify qualifying days
Only days you'd normally work count. If you work Mon-Fri, those are 5 qualifying days. Weekends don't count unless you normally work them.
Step 3: Apply waiting period
The first 3 qualifying days of sickness are unpaid. SSP starts from the 4th qualifying day. If you work 5 days/week and get sick Monday, waiting days are Mon-Wed, SSP starts Thursday.
Step 4: Calculate SSP amount
SSP rate: £116.75 per week (2026). This is a flat rate regardless of your salary. If you're sick the whole week, you get £116.75. If you're sick part of the week, it's pro-rated: (sick qualifying days ÷ total weekly qualifying days) × £116.75.
Example: You work 5 days (Mon-Fri) and are sick Tuesday-Thursday (3 qualifying days). SSP = (3÷5) × £116.75 = £70.05 for that week.
Employers can choose to pay more (occupational/contractual sick pay), but SSP is the legal minimum. Check your contract to see if you're entitled to enhanced sick pay.
Do you get paid if you are sick in the UK?
Yes—if you meet the eligibility criteria for Statutory Sick Pay. Here's the deal:
You GET paid (SSP) if:
- You're an employee (not self-employed or a contractor—though some agency workers qualify)
- You earn £123+ per week on average
- You've been sick for 4+ consecutive days (including weekends/non-working days)
- You've told your employer by their deadline and provided evidence (fit note if over 7 days)
You DON'T get paid (no SSP) if:
- You earn less than £123/week
- You've only been sick for 1-3 days (unless it's a linked period continuing previous sickness)
- You've already used 28 weeks of SSP in the rolling 12-month period
- You didn't notify your employer properly or provide required evidence
- You're self-employed (you'd need to claim benefits instead)
Many employers offer occupational sick pay (also called contractual or company sick pay), which is more generous than SSP—often full pay for a set number of weeks, then half pay, then SSP. Check your employment contract. Public sector workers (NHS, civil service, teachers) typically have very generous schemes. If you're navigating sick pay alongside other employment transitions, our notice period calculator can help clarify your rights during resignation or termination.
If you don't qualify for SSP (e.g., earnings too low), you might be able to claim Employment and Support Allowance (ESA) or Universal Credit instead. Check GOV.UK or use our benefits calculator.
How many paid sick days are you allowed in the UK?
There's no legal limit on the number of times you can be sick or how many sick days you can take in the UK. You can't be fired just for being sick (that would likely be unfair dismissal). However, there are limits on how much Statutory Sick Pay you can receive:
SSP limit: 28 weeks (196 days) in any rolling 12-month period.
After 28 weeks, SSP stops. Your employer doesn't have to pay you anything beyond that (unless they offer occupational sick pay), but you may qualify for Employment and Support Allowance or Universal Credit.
What about "too much" sickness?
While there's no legal cap on sick days, excessive absence can lead to:
- Capability reviews: If your sickness is affecting your ability to do your job, your employer can start a formal process to address it (reasonable adjustments, redeployment, or in extreme cases, dismissal on capability grounds—but they must follow a fair process).
- Attendance management: Some employers have trigger points (e.g., "3 absences in 6 months" triggers a meeting). This isn't about punishment—it's to understand patterns and support you.
- Dismissal (rare and complicated): You can only be fairly dismissed for sickness if the employer has followed proper procedures, considered all alternatives, and it's genuinely impossible for you to continue in the role. Most dismissals for sickness are unfair unless done very carefully.
Contractual sick pay: Your employer may offer more than SSP (e.g., "10 days full pay, then 20 days half pay, then SSP"). Check your contract—this is legally binding and can't be reduced without agreement.
If you're worried about your job security due to sickness, talk to ACAS (free advice: 0300 123 1100) or check your rights around unfair dismissal.
How is rolling year sick calculated?
Rolling year sick calculation works like this: you count backwards 12 months from today's date and add up all the sick leave (or SSP paid) within that period. It's called "rolling" because the 12-month window moves forward every day—it's not fixed to a calendar year (Jan-Dec) or tax year (Apr-Mar).
Step-by-step example:
Today is 7 January 2026. To calculate your rolling year sickness:
- Look back to 7 January 2025 (exactly 12 months ago)
- Count every day (or week) of sick leave / SSP received between those dates
- If you've had 3 absences totalling 12 weeks of SSP, you've used 12 of your 28-week allowance
- Tomorrow (8 Jan 2026), the window shifts: 8 Jan 2025 to 8 Jan 2026. If you had 1 week of sickness on 7 Jan 2025, that week now falls outside the window and stops counting.
Why rolling year matters:
Employers (especially NHS, schools, large organisations) track rolling year sickness to:
- Calculate SSP entitlement: You're capped at 28 weeks SSP in any 12-month period.
- Monitor attendance: Persistent high absence might trigger support meetings or capability reviews (not punishment, but to understand if reasonable adjustments are needed).
- Compliance and fairness: Ensures consistent treatment of all staff.
Tools for tracking: Use this calculator to input past absences—it automatically works out your rolling 12-month total. Or keep a spreadsheet: log each absence with start/end dates, then filter for "last 12 months" whenever you need the figure.
HR systems (e.g., NHS ESR, payroll software) usually track this automatically, but mistakes happen. If your payslip says "SSP exhausted" and you disagree, request a breakdown of the calculation from HR.
Is NHS sick pay rolling 12 months?
Yes and no—it depends what you mean by "NHS sick pay."
NHS Contractual Sick Pay (for NHS staff):
NHS employees receive occupational sick pay under the NHS Terms and Conditions (Agenda for Change). This is far more generous than Statutory Sick Pay. Entitlement depends on length of service:
- Less than 1 year service: 1 month full pay + 2 months half pay
- 1-2 years: 2 months full pay + 2 months half pay
- 2-3 years: 4 months full pay + 4 months half pay
- 3-5 years: 5 months full pay + 5 months half pay
- 5+ years: 6 months full pay + 6 months half pay
After contractual sick pay runs out, you drop to Statutory Sick Pay (SSP) for up to 28 weeks total (including any SSP already paid during the contractual period).
Is it "rolling 12 months"?
Yes. NHS absence is tracked on a rolling 12-month basis for:
- Calculating remaining entitlement: If you've used 3 months of sick pay in the last year, it reduces what's available now.
- Trigger points for absence reviews: NHS trusts typically use rolling year thresholds (e.g., "more than 10 days in 12 months" might trigger an informal review).
- SSP cap: The 28-week SSP maximum applies over a rolling 12-month period, same as any UK employer.
Linked absences in the NHS:
If you have separate absences for the same or related conditions within a certain timeframe (often defined by your trust, typically similar to the statutory 8-week rule), they may be counted as one continuous absence for sick pay purposes.
Check your trust's policy: Each NHS trust has slight variations in how they implement Agenda for Change. Your HR or ESR (Electronic Staff Record) system will show your current sick pay entitlement. If you're approaching limits, talk to Occupational Health—they can advise on reasonable adjustments, phased returns, or redeployment options.
If you're an NHS worker planning a career switch due to health issues, our calculator can help you understand the financial implications of changing sectors.
What is the formula for calculating sick leave?
For Statutory Sick Pay (SSP) in the UK, the formula is:
SSP per week = £116.75 (2026 flat rate, set by UK government)
But it's only paid for qualifying days (days you'd normally work). Here's the step-by-step formula:
1. Calculate total qualifying sick days in the week:
Count how many of your normal working days you were sick. For example, if you work Mon-Fri (5 qualifying days) and were sick Mon-Wed, that's 3 qualifying sick days.
2. Apply the pro-rata formula:
Weekly SSP = (Sick qualifying days ÷ Total qualifying days per week) × £116.75
Examples:
- Full week sick (5 days): (5÷5) × £116.75 = £116.75
- 3 days sick (out of 5): (3÷5) × £116.75 = £70.05
- Part-time (work 2 days, sick 1): (1÷2) × £116.75 = £58.38
3. Subtract waiting days (first 3 qualifying days):
For a new sickness absence, the first 3 qualifying days are unpaid. SSP only starts from the 4th qualifying day. So if you're sick Mon-Fri (5 qualifying days), you don't get SSP for Mon-Wed. Thursday and Friday get SSP: (2÷5) × £116.75 = £46.70 for the first week.
4. If it's a linked period (within 8 weeks of previous sickness):
No new waiting period—SSP starts immediately. Use the full pro-rata formula from day 1 of the new absence.
For occupational/contractual sick pay (employer schemes):
There's no single formula—it depends on your contract. Common structures:
- X weeks full pay, Y weeks half pay, then SSP: E.g., "4 weeks 100% pay, 4 weeks 50% pay, then SSP." Your normal salary × percentage.
- Percentage of salary: E.g., "80% of salary for 6 weeks." If you earn £500/week, sick pay = £400/week.
- Service-based (like NHS): Entitlement increases with years worked.
Always check your employment contract or staff handbook. If your employer pays less than SSP (or nothing when you're eligible), that's illegal—contact ACAS.
Calculator Privacy & Trust
Your Data Privacy
This calculator runs entirely in your browser using JavaScript. Nothing you type is sent to our servers, stored in databases, or shared with anyone. All calculations happen client-side on your device. When you click "Calculate," your browser does the maths locally—we never see your salary, absence dates, or sickness history.
We don't use cookies for this tool, don't track your inputs, and don't require login or email. Once you close the tab, your data is gone forever. If you want to save your results, use the browser's print function or take a screenshot—we don't store anything on our end.
Accuracy & Limitations
This calculator uses accurate 2026 UK Statutory Sick Pay rates, thresholds, and rules sourced from GOV.UK, HMRC, and employment law legislation. The calculations are mathematically sound and reflect how SSP is legally calculated. However, this is an estimation tool, not a legal determination. Here's what it can and can't do:
✓ What the calculator handles:
- Statutory Sick Pay (SSP) calculations based on qualifying days and weeks
- 12-month rolling sickness tracking and remaining entitlement
- Linked periods of sickness (8-week rule)
- Waiting day calculations (first 3 qualifying days unpaid)
- Eligibility checks (earnings threshold, duration of sickness)
✗ What the calculator doesn't handle:
- Occupational sick pay schemes: We only calculate SSP. If your employer offers enhanced sick pay (company sick pay above SSP), you'll need to check your contract. Many employers pay full salary for X weeks, then half pay, then SSP—this tool doesn't model that.
- Disputes or edge cases: If your employer is refusing SSP and you believe you're entitled, or there's a disagreement about linked periods, consult ACAS or an employment solicitor. The calculator shows what the law says, but real-world disputes need professional advice.
- Benefits beyond SSP: If you've exhausted SSP (28 weeks used), you may qualify for Employment and Support Allowance (ESA) or Universal Credit. This calculator doesn't assess those—use GOV.UK's benefits calculators for that.
- Self-employment: SSP only applies to employees. Self-employed workers don't get SSP but may claim benefits instead. If you're unsure of your employment status, check our IR35 checker or GOV.UK's employment status tool.
- Pregnancy-related sickness: Special rules apply in the 4 weeks before your due date (pregnancy sickness can trigger early maternity leave). This isn't modelled here—use a dedicated maternity pay calculator for that scenario.
When to Get Professional Advice
Use this calculator for planning and understanding your SSP entitlement, but get professional help if:
- Your employer is refusing to pay SSP and you believe you're eligible
- You're approaching or have exceeded 28 weeks and face financial hardship
- You're being pressured to return to work before you're fit (this may be discrimination or health & safety breach)
- You're facing disciplinary action or dismissal due to sickness absence (could be unfair dismissal—check unfair dismissal compensation rules)
- You have a disability and need reasonable adjustments (Equality Act 2010 protects you)
- There's a dispute about whether absences are "linked" or how your rolling 12-month period is calculated
Free advice is available from ACAS (0300 123 1100) and Citizens Advice. For complex cases, consult an employment law solicitor (many offer free initial consultations).