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Andrew Arkley|December 19, 2025

Sick Days At Work: The Rules Around Sick Days In The UK

Sick days at work are an important topic for employers and employees alike.

However, the rules surrounding sick days can be complex, resulting in potentially uncomfortable misunderstandings for both parties.

Nobody likes being ill, but whether it’s simply an awful cold or something more serious, it happens to everyone.

While many will endeavour to “soldier on” and work sick with a minor illness, it can significantly hinder your performance in the workplace or remotely. What’s more, your recovery may take longer and you risk spreading anything infectious to your colleagues.

Interestingly, as a nation, the number of sick days we take is well below the European average.

Increased remote working is no doubt a factor in this – but workplace culture has also been cited as a reason. For example, some employees may feel pressured by management to work despite illness. Indeed, over a third of UK workers admit to working when unwell.

While we’d never advocate “pulling a sicky”, it’s vital that you take time to recover from illness, whether mental or physical. In the long run, it benefits everyone – yourself, your employer and your colleagues.

We’ve created this guide so you can understand the key rules surrounding sick days at work in the UK.

Key points: Sick days at work

There is no legal limit on the number of sick days you can take in the UK, but employers may monitor absence levels.
Statutory Sick Pay (SSP) is available after four consecutive days of illness and can be paid for up to 28 weeks.
Employers cannot require a fit note for absences shorter than seven days, as self-certification applies.
Long-term sickness may lead to dismissal only after employers explore reasonable adjustments and return-to-work options.
If you fall ill during annual leave or a notice period, you are still entitled to sick pay and standard sickness rights.

How to call or write in sick – professionally

So, you’ve been up all night, everything aches and you hardly have the strength to sit up, let alone get to work (or even, work from home).

Put the guilt aside – you need to call or write in sick. Your workplace will likely have a policy around calling in sick; this should detail who you should contact (generally the HR manager or your line manager) and by what time.

At this stage, you don’t need to provide extensive details about your condition. However, should you be off sick for several days, you should be updating your employer daily.

If you’re away from work for a week or more, you’ll need to obtain a doctor’s “fit note” (previously known as a sick note) . This is to provide medical evidence that confirms you have been unwell.

On returning to work, your employer may ask you to fill out a form or email details of your illness to HR. This is known as “self-certification” and is common practice.

Note: if you’re off work for less than seven days, your employer has no right to ask to see a fit note.

What is statutory sick pay?

If your illness is keeping you away from work, you may be worrying about the financial implication – however, you can still be paid. Statutory sick pay (SSP) comes in here.

If you’re sick for at least four days in a row – including non-working days – you may be entitled to SSP.

SSP used to be £96.35 per week but in 2023/24, it increased to £109.40 paid. Sick pay statutory payments then rose to £116.75 on 6 April 2024.

As of 6 April 2025, SSP increased again. It is now £118.75 per week.

You can receive these sick pay entitlements for up to 28 weeks in a year, as confirmed by the government.

Your employer may in fact pay out more than this; your HR team should share information on this in any employee handbook or statement of employment. This is often called occupational, company or contractual sick pay.

If you’re an agency worker, you’re also entitled to SSP. Note: you aren’t eligible to receive SSP if you’re already benefiting from statutory maternity, paternity, adoption or additional paternity pay.

Employment Rights Act 2025: Changes to sick pay

Under the recently passed Employment Rights Act 2025, several significant reforms have been introduced to make sick pay more accessible:

Day One Entitlement: The previous ‘3-day waiting period’ has been abolished. Eligible workers now receive SSP from the very first day they are off sick.
Removal of Earnings Limit: The “Lower Earnings Limit” (previously £123 per week) has been removed. This means even those earning very low wages now qualify for sick pay.
Lower Earners Rate: For employees who earn less than the flat rate of £118.75 per week, SSP is now paid at 80% of their average weekly earnings rather than the full flat rate.

Note: To qualify, you must still be classed as an employee and provide your employer with the required notice and proof of illness (usually a “fit note” if you are off for more than 7 days).

How many sick days am I allowed per year?

There’s no legal limit on how many sick days you can take.

However, many employers will either formally or informally monitor the number of days you take and may state their own threshold for what is acceptable.

Some employers use the Bradford Factor to monitor time taken off for sick leave; they may carry out further investigation if this exceeds what they deem acceptable.

A return to work interview is one method for doing this and ensures both employer and employee are on the same page when it comes to your sickness absence.

If you’re on the mend, but not ready to work full time, you may wish to discuss a phased return to work. This reduces the number of sick days you need to take and shows commitment to your employer.

Can I be sacked for being off sick for too long?

If you are off work for more than four weeks, you will be considered long-term sick.

A long-term sick employee can be dismissed – but not without serious consideration.

For example, an employer must look at how they can make a return to work possible. This might be through adapting the sick employee’s schedule, changing their role, or providing additional support. This process should be a two-way street, with the employee involved in mapping out what is feasible.

If you believe you’ve been unfairly dismissed, you can take your case to an employment tribunal.

Sickness during holidays or notice periods

So, you’ve been waiting all week for a well-deserved break – and as fate would have it, you’re ill.

It’s a little-known fact that if you fall ill during your annual leave, you are allowed to rearrange it. This is more than fair considering that had you not been on paid holiday, you would have been calling in sick.

You’ll receive sick pay instead of holiday pay for the period you’re unwell. The same absence procedures will apply. That means keeping HR or your line manager informed of your situation and obtaining a fit note if you are unwell for seven days or longer.

Note: your employer can’t ask you to use your annual leave allowance when you’re off sick.

During your notice period, you remain an employee and therefore should receive normal pay and continue to be eligible for SSP.

You are entitled to take sick days during your notice period, but you’ll need to go through the usual protocols, e.g. obtaining a fit note if required.

FAQs

What are the rules for sick leave in the UK?

In the UK, employees can take time off work if they are unwell and unable to work. You must follow your employer’s sickness reporting procedure and, if you’re off for more than seven days, provide a fit note from your GP. Eligible employees may receive SSP during their absence.

What are the rules around sick days?

There is no fixed legal limit on sick days in the UK. Employers can monitor absence levels and may investigate frequent or long-term sickness, but they must follow fair procedures and consider reasonable adjustments where appropriate.

How many days can I call in sick in the UK?

UK law does not set a maximum number of sick days you can take. However, repeated or extended absences may trigger an absence review under your employer’s sickness policy.

Do employers have to pay sick pay in the UK?

Employers must pay SSP to eligible employees who are off sick. Some employers also offer enhanced contractual sick pay, which will be outlined in your contract or employee handbook.

Is 10 sick days a year too much in the UK?

Ten sick days in a year is not automatically considered excessive, but it may prompt a review depending on your employer’s absence policy. Employers often look at patterns of absence rather than just the total number of days taken.

Can work refuse you a sick day?

An employer cannot refuse genuine sick leave, but they can challenge absences if procedures aren’t followed or if there is evidence of misuse. Employers are entitled to request self-certification or a fit note to confirm illness.

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Sick days at work: The rules surrounding sick days

Here, we’ve covered some of the most queried rules surrounding sick days in the UK.

However, this is an extensive topic and it’s worth talking to your HR or management if you’re unsure about your workplace’s policies on ill health.

And if you’re self-employed but working for an employer, the situation is of course more nuanced. Elsewhere on our blog we’ve written about taking compassionate leave in the UK.

We hope you found this guide useful. For more practical workplace advice and insights into your rights at work, explore the articles below.

If you’d like to discuss any of the above further or are looking to take the next step in your career, do get in touch with our team today!