Company Sick Pay Calculator

Estimate gross occupational sick pay for a UK absence, including Statutory Sick Pay, company pay percentage, unpaid days and contract offsets.

Absence And Pay Details

Normal pay Average weekly earnings Use the weekly gross pay figure your payroll team uses for sickness pay. £ Qualifying days per week Usually the days the employee normally works or is expected to work. days

Sickness period Sickness qualifying days Count the payable qualifying days in this absence, before any unpaid days. days Unpaid qualifying days Use for contract exclusions, waiting rules in older policies or unpaid local rules. days

Company scheme Company sick pay percentage 100 for full pay, 50 for half pay, 0 for SSP only. % SSP weekly cap Default is the 2026/27 weekly upper figure. The statutory amount is lower of this cap and 80% of AWE. £ Company pay treatment Most schemes include SSP inside company sick pay. Some add an occupational amount on top. Weekly offset or deduction Optional unpaid adjustment, insurance offset or contractual deduction. £

Estimated Gross Sick Pay

Total for this sickness period–Enter pay and absence details.

Normal pay cover

SSP share

This estimate checks gross pay only. Payroll tax, National Insurance, pension deductions and contract wording can change payslip net pay.

What This Sick Pay Estimate Covers

Company sick pay, also called occupational sick pay or contractual sick pay, is set by the employment contract, staff handbook or employer policy. Statutory Sick Pay is the legal floor where the employee qualifies. The two are often linked: many employers pay full pay or half pay and treat SSP as part of that amount, rather than paying SSP separately on top.

This calculator separates the moving parts. It estimates the statutory line from average weekly earnings and the SSP weekly cap, then compares that with the company percentage. It also lets you remove unpaid qualifying days and add a weekly offset. The result is a gross planning figure for the absence period. It does not decide eligibility, employment status, tax treatment, absence management, capability action or whether the employer policy has been applied lawfully.

2026/27 SSP Method Used

SSP weekly amount = lower of SSP weekly cap and 80% of average weekly earnings SSP day rate = SSP weekly amount / qualifying days per week Company target = average weekly earnings x company percentage x payable days / qualifying days per week If company pay includes SSP: total = max(company target, SSP total) - offset If company pay is plus SSP: total = company target + SSP total - offset

The default SSP cap is GBP 123.25 for 2026/27. GOV.UK states that from 6 April 2026 SSP is the lower of that weekly figure and 80% of average weekly earnings. The calculator uses the payable qualifying days entered, so it can handle a part week without pretending the whole absence is exactly one payroll week.

Sick Pay Scenarios

Full Pay Phase

An employee on GBP 650 per week with four payable weeks and a full-pay policy has a company target of GBP 2,600. SSP is normally included inside that amount, so the total remains GBP 2,600 before payroll deductions.

Half Pay Phase

The same employee at 50% company sick pay has a company target of GBP 1,300 for four weeks. If SSP is included, the employer usually pays the higher of the scheme amount and SSP total, subject to contract wording.

Low Earnings Case

For a worker with low average weekly earnings, 80% of weekly earnings may be below the flat SSP cap. The statutory line is then based on that lower 80% figure, not the cap.

Policy Lines To Check

Policy wording	Why it matters	Where it affects the calculator
Full pay for a set number of weeks	Sets the percentage at 100% for that phase.	Company sick pay percentage.
Half pay after full pay ends	Creates a second phase that should be estimated separately.	Company sick pay percentage and days.
SSP included in company sick pay	Prevents double-counting SSP.	Company pay treatment.
Waiting, unpaid or excluded days	Reduces the paid qualifying days.	Unpaid qualifying days.
Service length limits	Some schemes improve after probation or years of service.	Choose the correct scheme phase before entering figures.
Linked absences	Previous sickness may use up company entitlement.	Reduce available paid days.

How To Read The Result

Start with the gross total and then read the breakdown. The SSP line shows the statutory amount estimated from the current inputs. The occupational top-up line shows how much of the total comes from the employer policy above SSP. The normal pay shortfall shows the gap compared with ordinary gross pay for the same number of qualifying days.

If the employee has more than one phase, such as two weeks at full pay and six weeks at half pay, run the calculator twice and add the totals. If an absence crosses a tax year or a policy anniversary, split it at the date the rule changes. Keep the date, the policy wording and the figures used with any copy of the result.

When Payroll Should Check It

The employee has variable pay, salary sacrifice, commission, bonuses or irregular hours.
The absence began before 6 April 2026 or crosses a rule change.
The company policy mentions service length, linked absences, trigger points or discretion.
The result will be used in a dispute, grievance, settlement or dismissal process.
The employee may not meet SSP conditions or may need form SSP1.

FAQs

Is company sick pay the same as SSP?

No. SSP is the statutory minimum where the employee qualifies. Company sick pay is an employer policy or contract term. Many schemes include SSP inside the company amount, but wording differs.

What SSP rate does this page use?

The default is the 2026/27 weekly cap of GBP 123.25. The statutory calculation uses the lower of that cap and 80% of average weekly earnings.

Does this calculate payslip net pay?

No. It estimates gross sick pay before PAYE, National Insurance, pension deductions, salary sacrifice, student loans or attachment orders.

What if the policy has full pay then half pay?

Run each phase separately. Use the number of qualifying days in the full-pay phase, then repeat for the half-pay phase and add the two gross totals.

Can an employer pay more than this estimate?

Yes. Employers can pay more than statutory minimums if the contract, policy or discretion allows it. They should apply policy wording fairly and keep payroll records.

Can this decide if someone qualifies for SSP?

No. It estimates the amount once pay details are entered. Eligibility, linked periods, form SSP1 and payroll reporting should be checked through GOV.UK or payroll advice.

Sources

HM Revenue & Customs. (2026). Work out your employee’s Statutory Sick Pay manually. GOV.UK. https://www.gov.uk/guidance/statutory-sick-pay-manually-calculate-your-employees-payments
HM Revenue & Customs. (2026). Rates and thresholds for employers 2026 to 2027. GOV.UK. https://www.gov.uk/guidance/rates-and-thresholds-for-employers-2026-to-2027
GOV.UK. (2026). Statutory Sick Pay: employee fitness to work. GOV.UK. https://www.gov.uk/statutory-sick-pay
Acas. (2026). Sick pay. Acas. https://www.acas.org.uk/checking-sick-pay