Comparison · 2026/27
Occupational Sick Pay vs Statutory Sick Pay
Statutory Sick Pay sets the legal minimum every qualifying employee is entitled to; occupational sick pay is whatever extra an employer chooses to offer on top. This guide explains how the two interact, what happens when a company scheme runs out, and how eligibility differs between them.
At a Glance
| Feature | Statutory Sick Pay (SSP) | Occupational Sick Pay |
|---|---|---|
| Legal minimum? | Yes | No, discretionary |
| 2026/27 rate | £123.25/week | Set by employer, often full/half pay |
| Max duration | 28 weeks | Varies, often tiered by service |
| Earnings threshold | £129/week LEL | None, contractual |
| Waiting days | First 3 days unpaid | Employer discretion |
| Available to self-employed | No | N/A |
How Statutory Sick Pay Works
SSP is £123.25 a week for 2026/27, paid by the employer from the fourth qualifying day of sickness onwards (the first three "waiting days" are typically unpaid unless a linked period of sickness within the last 8 weeks means waiting days have already been served). It is available for up to 28 weeks per period, or series of linked periods, of sickness.
To qualify, average weekly earnings over the relevant reference period must be at least the Lower Earnings Limit of £129. Employees must notify their employer of sickness following the employer\'s own rules (commonly within 7 days) and, for absences over 7 days, typically need a fit note from a GP or other authorised healthcare professional.
How Occupational Sick Pay Works
Occupational sick pay is set entirely by the employer, often tiered by length of service — for example, a new starter might get only SSP, while someone with five years\' service might get three months of full pay followed by three months of half pay. Public sector and larger private employers tend to offer more generous schemes than small businesses, reflecting the cost of providing enhanced sick pay.
SSP is usually built into the occupational scheme\'s total figure rather than paid separately on top, so an employee receiving "full pay" during sick leave is typically getting their normal salary, of which SSP forms a part reclaimed or budgeted for by the employer. Once the enhanced scheme period ends, pay usually drops to SSP alone for any remaining entitlement up to 28 weeks, then stops entirely.