NHS Sick Pay Calculator 2025/26
NHS Sick Pay Calculator — instantly calculate your exact entitlement, cut-off dates, and net take-home pay. Struggling with the confusing rolling 12-month rule or unsure when full pay ends and half pay begins? Our advanced 2025/26 calculator eliminates guesswork by factoring in your service length, previous sickness days, tax, pension tiers, and Section 14 enhancements. Whether you're Agenda for Change, Medical & Dental, or Bank Staff on SSP-only, get accurate results covering the full 28-week SSP limit — all in seconds.
Calculate your exact entitlement and pay dates with our advanced NHS Sick Pay Calculator. Updated for 2025/26, this tool handles Section 14 enhancements and complex rolling 12-month logic. We factor in tax, 2025/26 pension tiers, and 28-week SSP limits to reveal your true net take-home pay during illness.
- Updated for 2025/26 sick pay and SSP rates
- Rolling 12-month logic included
- Supports AfC, Medical & Dental, and SSP-only cases
- Shows cut-off dates and estimated net pay
Employment & Pay Details
Absence & History
Entitlement Snapshot
NHS Tools
Use the NHS Take Home Pay Calculator for monthly net pay, the NHS Maternity Pay Calculator for 52-week leave planning, the NHS Early Retirement Calculator for pension reduction, the NHS Redundancy Calculator for payout estimates, and the NHS Sick Pay Calculator for full-pay, half-pay, and SSP dates.
Calculate your exact entitlement and pay dates with our advanced NHS Sick Pay Calculator. Updated for 2025/26, this tool handles Section 14 enhancements, rolling 12-month logic, pension/tax estimates, and the 28-week SSP limit so you can see what your sick pay path is likely to look like before payroll runs it.
How Does NHS Sick Pay Work?
NHS occupational sick pay provides much stronger protection than SSP alone. Under Agenda for Change, sick pay usually progresses from full pay to half pay and then, if entitlement has been exhausted, to SSP only. ESR tracks absence history, and previous sick leave inside the rolling 12-month look-back can reduce how much entitlement remains available when a new absence starts.
During full pay you receive your normal salary, including standard contractual enhancements. During half pay, the NHS applies half salary but should not leave you below the SSP floor. SSP then continues up to the 28-week limit if eligibility conditions are met.
NHS Sick Pay Entitlement Table 2025/26
Your sick pay allowance depends on length of continuous service, not pay band. A Band 2 worker and a Band 9 worker with identical service lengths follow the same entitlement timetable.
| Continuous NHS Service | Full Pay | Half Pay |
|---|---|---|
| Less than 1 year | 1 month | 1 month |
| 1 year | 1 month | 2 months |
| 2 years | 2 months | 2 months |
| 3 years | 4 months | 5 months |
| 4 years | 5 months | 5 months |
| 5+ years | 6 months | 6 months |
These entitlements are defined in Section 14 of the Agenda for Change handbook. The calculator applies the entitlement length first, then subtracts earlier sickness inside the last 365 days to show what remains available now.
NHS Sick Pay by Band
Band 2 through Band 9 staff all follow the same service-based structure. The difference between bands is the salary level used in the pay calculation, not the entitlement period itself. Part-time staff keep the same months of entitlement but their pay is prorated by contracted hours.
Band 5 and Band 6 clinicians often benefit most from this distinction because they may already have 3 to 5 years of service, unlocking 4 to 6 months of full pay. Senior bands such as 7, 8, and 9 still use the same table, but rolling absence history can materially reduce what is left when a new sickness begins.
How NHS Sick Pay Is Calculated
Full pay uses your normal salary, including standard enhancements. Half pay is based on 50% of normal pay, subject to the SSP floor. For part-time staff, the monthly pay figure is based on your contracted fraction of 37.5 hours. This staging version also estimates monthly net pay by applying pension, income tax, and NI assumptions to the full-pay and half-pay phases.
The most important adjustment is the rolling 12-month rule. Earlier sickness in the last 365 days uses up entitlement before the new absence begins. If those earlier days exceed the full-pay bucket, the remainder reduces half pay as well.
Statutory Sick Pay (SSP) Rates 2025/26
| SSP Element | 2025/26 Rate |
|---|---|
| Weekly SSP | £118.75 |
| Lower Earnings Limit | £125 per week |
| Maximum duration | 28 weeks |
| Waiting days | First 3 qualifying days (unpaid) |
| Qualifying Days per Week | Daily SSP Rate |
|---|---|
| 7 days | £16.9642 |
| 6 days | £19.7916 |
| 5 days | £23.75 |
| 4 days | £29.6875 |
| 3 days | £39.5833 |
| 2 days | £59.375 |
| 1 day | £118.75 |
SSP applies only after a valid Period of Incapacity for Work and after waiting days have been handled correctly. If the gap between PIWs is 56 days or less, the periods link together and are treated as one continuous PIW.
Special Circumstances
Pregnancy-related sickness is normally tracked separately and does not count against the rolling 12-month occupational sick pay entitlement in the same way as ordinary sickness absence. Injury-at-work cases may engage Section 22 / Injury Allowance rules that can protect income up to 85% for a period.
Retire-and-return staff may retain some previous service for sick pay entitlement if continuity rules are met, but longer breaks can reset service. Bank staff without a substantive contract are usually SSP-only, which is why this calculator includes a specific SSP-only mode.
What Happens When NHS Sick Pay Ends?
Once occupational full pay and half pay are exhausted, SSP may continue until its 28-week limit is reached. After that, employers normally issue an SSP1 so the employee can move on to benefits support such as ESA or Universal Credit. Where return to work is unlikely, staff may also need to explore ill-health retirement routes through the NHS Pension Scheme.
NHS Sick Pay Documentation Requirements
| Absence Duration | Documentation Required |
|---|---|
| Days 1–7 | Self-certification |
| Day 8 onwards | Fit note (Statement of Fitness for Work) |
| Extended absence | Regular fit notes and occupational health review |
Frequently Asked Questions
How are waiting days calculated?
The first 3 qualifying days of a Period of Incapacity for Work are unpaid waiting days. Qualifying days are the days you normally work under your contract.
What is a Period of Incapacity for Work (PIW)?
A PIW is a sickness period lasting 4 or more consecutive days, including weekends and non-working days. If the period is shorter than 4 days, SSP does not apply.
How do linked periods of sickness work?
If the gap between PIWs is 56 days or less, they link and are treated as one continuous PIW. Waiting days are normally only used once.
Can I get sick pay if I retire and return to the NHS?
Previous service may count if your break was short enough to preserve continuity, but retire-and-return arrangements should always be checked with HR or ESR.
What is the NHS Injury Allowance?
If illness or injury was caused by work, you may qualify for NHS Injury Allowance under Section 22. This can top income up to 85% of earnings for a period, subject to the policy rules.
What happens when my 28 weeks of SSP end?
Your employer should issue form SSP1 so you can apply for ESA or Universal Credit if you remain unwell.
Do I need a fit note?
You can self-certify for the first 7 days. From day 8 onward you normally need a fit note from an approved healthcare professional.
Can bank or zero-hours staff get sick pay?
Bank, agency, and zero-hours workers may qualify for SSP if they meet the earnings threshold and PIW rules, but they often do not receive NHS occupational sick pay.
Key Takeaways
- NHS sick pay depends on service length, not pay band.
- All AfC bands follow the same entitlement structure.
- Half pay should never fall below the SSP minimum.
- Previous sickness inside the rolling 12 months reduces available entitlement.
- SSP lasts for up to 28 weeks in total, subject to eligibility.
- The first 3 qualifying days in a PIW are unpaid waiting days.
- Linked PIWs inside 8 weeks are treated as one period.
- Part-time staff keep the same entitlement length but receive pro-rated pay.
- Section 22 injury cases can attract additional protection beyond standard half pay.
Source: Agenda for Change Handbook, Section 14 | GOV.UK SSP guidance | NHS Employers
Last updated: January 2026
