Guide to:
Sick pay and health-related rights
The Act expands access to Statutory Sick Pay by removing the waiting period and Lower Earnings Limit, meaning more workers will qualify and receive SSP from the first day of sickness absence. The reforms set a new statutory minimum, while employers can continue to offer more generous occupational sick pay schemes through contractual arrangements or collective bargaining.
Explore the guidance below to find out more about what these changes mean for you.
If you’re not already a union member, you can use our Union Finder tool to find out which one would be the best fit.
We also have a useful toolkit to guide you through the key reforms - Employment Rights Act toolkit.
Common
questions
questions
What changes are being made to Statutory Sick Pay?
The Act introduces significant reforms to Statutory Sick Pay (SSP), with the aim of extending access to sick pay and improving support for workers who are unable to work because of illness.
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Will sick pay be available from the first day of sickness?
Yes. One of the key reforms to Statutory Sick Pay (SSP) is the removal of the current three-day waiting period. Under the new arrangements, eligible workers will be entitled to SSP from the first day of sickness absence.
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How will the new rules interact with company sick pay schemes?
The changes to Statutory Sick Pay (SSP) set a new statutory minimum standard, but they do not prevent employers from providing more generous sick pay arrangements.
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Will the new sick pay rules apply to part-time, agency, or migrant workers?
Yes. The reforms to Statutory Sick Pay (SSP) are intended to extend access to sick pay for many workers who were previously excluded, including some part-time, agency and migrant workers.
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