Sick leave in the UK

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What is sick leave?

Sick leave in the UK can be complicated, so this article will guide you through what you need to know about it as an employer.

If an employee is too unwell to work, employers often look to current official guidance to understand how Statutory Sick Pay (SSP) may apply. Public guidance typically explains factors such as minimum earnings thresholds and any evidence that may be required after a period of sickness. Because these details can change, it’s helpful to check the most up-to-date guidance when reviewing a case.

Organisations may also have internal policies that set out how employees should report sickness and what information they need to provide. Making these steps clear can help ensure sickness absences are handled consistently.

According to the 2020 Chartered Institute of Personnel and Development (CIPD) report, the top causes of sick leave in the UK are mental health, stress and illnesses such as stomach upset and flu. The CIPD recommends that your overall aim should be to successfully prevent absence through well-being, for example by:

Conducting stress risk audits;
Monitoring workloads;
Encouraging healthy lifestyles;
Providing managers with well-being training.

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Different types of sick leave

Long-term sick leave

An employee that is on sick leave for longer than four weeks is classified as ‘long-term sick’. You should first discuss with the employee whether they can return to work, and whether they think their health will improve. After a long absence, your employee may want to discuss any reasonable adjustments to their working environment, such as:

Wheelchair accessibility;
Different tasks;
Equipment adapted to their needs;
Home working;
Flexible working;
Job sharing .

Leave for dependents

Employees may request time away for emergencies involving dependants. Handle requests in line with your organisation’s policy and current official guidance. Consider the individual circumstances and apply your organisation’s policy to determine whether, and how much, time away is appropriate. Compassionate leave can be planned, such as in the case of an employee attending a funeral, or unplanned, such as supporting a child who has had an accident at school.

Policies often explain who counts as a dependant (for example, a spouse or partner, child, parent, or someone who relies on the employee for care). Confirm the definition in your organisation’s policy and current official guidance

Whether compassionate leave is paid or unpaid depends on your organisation’s policy and any applicable guidance. Set out your approach clearly so employees know what to expect. Your policy can set out which situations may be covered (for example, emergencies) and which are not typically covered (for example, planned appointments). Make the criteria clear so requests can be handled consistently.

How much sick leave are employees entitled to?

Set out how sick leave and pay are handled in your policy and confirm any entitlements using current official guidance. After longer absences, many organisations hold a return‑to‑work discussion in line with their process. Where sickness and holiday overlap, check how your policy addresses holiday accrual and rescheduling, consistent with current guidance.