SSP Waiting Days Abolished: UK Rules from April 2026

SSP waiting days were abolished from 6 April 2026. Eligible employees no longer have to lose the first three qualifying days of sick pay. If you are reading older advice about a three-day rule, check which period of sickness it describes.

This guide explains current qualifying days, short absences, linked periods and older claims. Evidence rules are separate: normally self-certify for seven calendar days and check your employer’s requirements before requesting a private medical certificate.

What Are Statutory Sick Pay (SSP) Waiting Days?

Waiting days were qualifying days at the start of an eligible sickness period for which SSP was not normally paid. The former system usually withheld SSP for the first three qualifying days, subject to linking and other rules.

That historical rule is not the rule for sickness from 6 April 2026. Eligible employees can now receive SSP from their first full qualifying day of absence.

The reforms also removed the lower earnings limit and the requirement for four consecutive days of sickness. Employment status, having started work and sickness notification still affect eligibility.

The change does not retrospectively pay waiting days before 6 April 2026. If an absence crossed that date, ask payroll to apply the transitional rules. Some existing recipients have temporary protection of the flat weekly amount.

Qualifying days: when SSP starts

Qualifying days are normally the days you would have worked. SSP is payable for full qualifying days when sickness prevents work, subject to eligibility. A weekend or bank holiday is not automatically excluded if it is normally a working day for you.

For a Monday-to-Friday employee, a full Monday of sickness can attract SSP from Monday. If illness starts on a non-working Saturday, the first payable qualifying day may be Monday. There is no new three-day deduction.

For an employee who normally works Tuesday and Thursday, Tuesday can be the first payable day if they are sick for that full qualifying day. The first three shifts do not have to be unpaid.

For irregular shifts, ask payroll which days are qualifying days and how they were established. A weekly amount should be apportioned using the applicable qualifying-day rules, rather than an assumed seven-day week.

Short absences and current eligibility

An eligible employee can now qualify after one full qualifying day of sickness. The old four-consecutive-day requirement is no longer a condition for sickness from 6 April 2026.

For example, a qualifying employee who is unable to work for all of Friday and returns on Monday may receive SSP for Friday. Non-working weekend days do not have to turn the absence into a four-day period.

The ordinary 2026/27 weekly amount is the lower of £123.25 or 80% of average weekly earnings. Payment is apportioned to full qualifying days of sickness and can continue for up to 28 weeks. Transitional protection can affect some ongoing cases.

Separate short absences may still link for SSP calculations. Keep accurate dates and ask payroll to check remaining entitlement; do not assume each new illness restarts the 28-week limit.

Linked absences and the 28-week limit

Sickness periods separated by eight weeks or less can link. Linking remains relevant to the total entitlement and earnings calculation, even though there are no current waiting days to waive.

When checking linked periods, confirm:

• The start and end dates of each period and the length of the gap between them.
• How much SSP entitlement has already been used across those periods.
• The earnings calculation and whether an absence spanning 6 April 2026 attracts transitional protection.

The maximum SSP entitlement across linked periods is generally 28 weeks. A different diagnosis does not by itself create a fresh entitlement.

If payroll is using an old waiting-day explanation, ask it to distinguish historical days before 6 April 2026 from the rules for current sickness. Refer to the current SSP calculation guide.

Company sick pay and the statutory minimum

A company sick-pay scheme may provide more than SSP, such as full or partial normal salary. The amount and duration depend on the contract or policy, subject to applicable employment rights.

Company sick pay often includes the SSP due for that period. It does not necessarily sit on top of SSP, and employers do not routinely reclaim ordinary SSP from HMRC.

A contract cannot reintroduce three statutory waiting days for an employee who qualifies under the current SSP rules. Separate conditions for enhanced contractual pay should be checked against the policy and applicable law.

If your pay is unclear, ask HR for a written breakdown of contractual pay and SSP. Acas can advise on employment issues in Great Britain; the Labour Relations Agency provides employment advice in Northern Ireland.

How DoctorCert Can Help with Your Sickness Evidence

For SSP purposes, employees normally self-certify for the first seven calendar days, including non-working days. After that, an employer can request a fit note or agree another appropriate form of evidence.

Before requesting a paid private assessment:

• Check whether your employer needs a statutory Med3 fit note or agrees to accept a private certificate.
• Provide truthful symptoms and dates. Issuance depends on the doctor’s assessment.
• Remember that a certificate provides clinical evidence; the provider does not decide your SSP entitlement or guarantee acceptance.

You can check DoctorCert pricing and how private medical certificates work before starting a request. Seek appropriate medical care for your symptoms rather than waiting for paperwork.

Frequently Asked Questions

Are the first three days of sickness unpaid under SSP?

Not under the current waiting-day rules. From 6 April 2026, eligible employees can receive SSP from their first full qualifying day. Earlier sickness and absences crossing the change date need the applicable historical or transitional rules.

Do weekends count towards SSP waiting days?

There are no SSP waiting days for sickness from 6 April 2026. Whether a weekend day attracts SSP depends on whether it is a qualifying day you would normally work. Calendar days still count for the seven-day self-certification period.

When does SSP start for a part-time employee?

It can start on the first full qualifying day of sickness if the employee meets the eligibility rules. The weekly amount and daily apportionment depend on average weekly earnings and qualifying days.

Do linked absences create a new waiting period?

No. Current SSP does not have a three-day waiting period. Periods separated by eight weeks or less can link for earnings calculations and the 28-week maximum.

What should I do if my employer refuses to pay SSP?

Ask your employer for the reason and the appropriate SSP1 information. If you disagree with its SSP decision, you can contact HMRC’s statutory payment dispute service. Benefits such as ESA or Universal Credit have separate eligibility tests.

Sources and guidance

Guidance checked on 9 October 2026. GOV.UK SSP amounts; GOV.UK sickness evidence; Acas SSP rules.