SSP and Long-Term Sickness

Understanding SSP limits and what happens after helps you plan for long-term illness.

The 28-Week Limit

Maximum Entitlement

SSP is payable for:

• Maximum 28 weeks
• In any one period of incapacity (PIW)
• Then SSP ends
• Other support available

What This Means

Week	SSP Status
Weeks 1-28	SSP payable
Week 29+	SSP exhausted
If still sick	Claim benefits

Counting the 28 Weeks

How Weeks Are Counted

Only qualifying days count:

Day	Counts Towards 28 Weeks?
Working days	Yes (if sick)
Non-working days	No
Waiting days (first 3)	No
Bank holidays	Depends on contract

Calculation Example

If you work Mon-Fri:

• 5 qualifying days per week
• 28 weeks × 5 days = 140 qualifying days
• Then SSP ends

Part-Time Workers

If you work fewer days:

• Fewer qualifying days per week
• But still 28 weeks total
• May take longer calendar time

Linking Periods of Incapacity

The 8-Week Rule

Separate illnesses link if:

Gap Between Absences	Effect
8 weeks or less	Periods link
More than 8 weeks	New 28-week entitlement

When Periods Link

If linked:

• No new waiting days
• SSP continues from where stopped
• 28 weeks total from both periods
• Even if different illness

Example

Scenario	Result
10 weeks sick, return, 4 weeks later sick again	Links - count continues
10 weeks sick, return, 10 weeks later sick again	Separate - new 28 weeks

Approaching the 28-Week Limit

Employer Notification

Employer should:

• Track SSP usage
• Notify you when approaching limit
• Explain next steps
• Provide SSP1 form

Employee Planning

As limit approaches:

Weeks Remaining	Action
4+ weeks	Start planning
2-4 weeks	Apply for benefits
When SSP ends	Have claim in progress

When SSP Ends

Form SSP1

Employer must give you SSP1:

• When SSP is ending
• Within 7 days of last payment
• Or earlier if practical
• Use it for benefit claims

SSP1 Shows

Information	Purpose
SSP end date	When payments stop
Reason ended	Exhausted/other
Your details	For benefit claim
Employer details	Verification

After SSP: Benefits

Employment and Support Allowance (ESA)

May be eligible if:

• Can't work due to illness/disability
• Not getting SSP
• Meet contribution conditions (some types)

ESA Type	Requirement
Contribution-based	Paid enough NI
Income-related	Means-tested
New-style ESA	NI contributions

Universal Credit

Alternative to ESA:

• Means-tested benefit
• Can include health element
• Limited capability for work
• May need assessment

Which to Claim?

Situation	Usually Claim
Enough NI contributions	New-style ESA
Low/no income	Universal Credit
Not sure	Get advice

Occupational Sick Pay

Beyond SSP

Some employers offer:

• Company sick pay scheme
• May continue after SSP ends
• Often more generous
• Check your contract

Common Schemes

Scheme Type	Example
Full pay for X weeks	3 months full pay
Then half pay	Then 3 months half pay
Then SSP only	Then SSP/unpaid
Enhanced statutory	Top up SSP

Checking Your Entitlement

Look at:

• Contract of employment
• Staff handbook
• Sickness policy
• Union agreements

Employment During Long-Term Sickness

Your Rights

While on long-term sick:

Right	Protection
Employment continues	Still employed
Accrue holiday	Usually
Pension	May continue
Cannot be dismissed	Just for being sick

Employer's Position

Employer can:

• Maintain contact (reasonable)
• Request medical evidence
• Refer to occupational health
• Eventually consider dismissal (with process)

Risk of Dismissal

For capability dismissal, employer must:

• Get medical evidence
• Consider adjustments
• Follow fair process
• Consider alternatives
• It's a last resort

Long-Term Illness and Return to Work

Phased Return

Options may include:

Approach	Example
Reduced hours	Start with half days
Modified duties	Lighter work initially
Workplace adjustments	Equipment, access
Flexible arrangements	Work from home

If You Can't Return

If unable to return to same role:

• Alternative roles considered
• Retraining where possible
• Ill-health retirement (if scheme)
• Termination (last resort)

Managing Long-Term Absence

For Employees

Action	Benefit
Keep fit notes current	Maintain SSP/record
Respond to employer contact	Shows engagement
Attend occupational health	Supports your case
Consider adjustments	May enable return
Plan financially	SSP/benefits transition

Documentation

Keep records of:

• All fit notes
• Employer communications
• Occupational health reports
• Benefit applications
• Medical appointments

Financial Planning

Income Sources

Source	Amount/Duration
SSP	£116.75/week, 28 weeks
Occupational sick pay	Per your scheme
ESA	Varies by type
Universal Credit	Means-tested
Other benefits	May apply

Preparing for SSP Ending

Week Before End	Action
8 weeks	Research benefit options
4 weeks	Start benefit application
1 week	Ensure claim submitted
SSP ends	Benefit should start

Special Situations

Returning Then Getting Sick Again

If you return briefly:

Gap Length	Effect
Under 8 weeks	Links - SSP continues where left
Over 8 weeks	New 28-week entitlement

Different Illnesses

Same rule applies:

• Doesn't matter if different illness
• 8-week gap rule applies
• Links or new entitlement based on gap

Terminal Illness

Special rules may apply:

• Special support available
• Employer should handle sensitively
• Benefits can be fast-tracked
• Legal protections apply

Getting Help

Advice Sources

Source	Help With
Citizens Advice	Benefits, rights
ACAS	Employment issues
Union	If member
GP/NHS	Medical support
Jobcentre Plus	Benefit claims

When to Get Advice

Seek advice if:

• Unsure about benefit eligibility
• Employer being unreasonable
• Facing dismissal
• Need to understand options