Occupational and Statutory Sick Pay
If you’re off sick, what you take home depends entirely on how long you’ve worked for the NHS, across all trusts combined, not just your current employer. Someone in their first year gets one month’s full pay followed by two months’ half pay. Someone with over five years gets six months of each.
This calculator works out your sick pay phases, SSP entitlement, and exact take-home pay after tax, NI and pension, based on your total continuous NHS service under AfC Handbook Section 14.
Enter your NHS service length, band, and hours to see your exact sick pay phases, SSP entitlement, and take-home after tax, NI, and pension.
NHS Sick Pay Calculator 2026/27 — AfC Entitlement, SSP & Take-Home Pay
Calculate your NHS sick pay across all four phases — full pay, half pay, SSP, and unpaid. Correct 2026/27 SSP rate £123.25/wk. AfC Section 14 entitlement table updated June 2026.
SSP = lower of £123.25/week or 80% AWE (Employment Rights Act 2025). Half pay + SSP capped at full pay (Section 14). Work-related and pregnancy-related absences excluded from rolling 12-month calculation.
How NHS Sick Pay Works,Service-Based Entitlement
Your sick pay entitlement under Agenda for Change is set out in Section 14 of the AfC handbook. It is based on your total continuous NHS service across all employers, not just your current trust.
The six service tiers (AfC Section 14)
| Continuous NHS Service | Full Pay | Half Pay | Total Paid |
|---|---|---|---|
| During 1st year | 1 month | 2 months* | 3 months |
| During 2nd year | 2 months | 2 months | 4 months |
| During 3rd year | 4 months | 4 months | 8 months |
| During 4th and 5th year | 5 months | 5 months | 10 months |
| After 5 years | 6 months | 6 months | 12 months |
Important Rules That Affect Your Entitlement
Prior sick days reduce your remaining entitlement
Your entitlement is not annual — it is based on a rolling 12-month window from the first day of each new absence. Any sick days taken in the previous 12 months reduce your remaining entitlement.
Work-related absences don't count against your entitlement
If a previous absence was caused by a work-related injury or disease, those days are not counted in the rolling 12-month calculation. They cannot reduce your remaining entitlement. You may also be eligible for Injury Allowance under Section 22.
Pregnancy-related sickness is recorded separately
Pregnancy-related sickness does not count toward your rolling 12-month entitlement. It must be flagged correctly by your employer in ESR.
Half pay only available after 4 months of service
If you go sick before completing 4 months of NHS service, the half pay period does not apply. You receive 1 month full pay only. Half pay becomes available once you reach 4 months of continuous service.
SSP 2026/27, Employment Rights Act 2025
What changed from 6 April 2026
| Before 6 April 2026 | From 6 April 2026 | |
|---|---|---|
| When SSP starts | Day 4 (3 unpaid waiting days) | Day 1 — no waiting days |
| Who qualifies | Employees earning ≥ £125/week | All employees regardless of earnings |
| SSP rate | £118.75/week flat rate | Lower of £123.25 or 80% AWE |
| Qualifying days needed | 4 consecutive days | 1 qualifying day |
SSP rate calculation
The PIW is now triggered by just one qualifying day. SSP is payable from day 1, not day 4. The SSP amount depends on your average weekly earnings (AWE):
| AWE | SSP You Receive |
|---|---|
| £154.06/week or above | £123.25/week (flat rate) |
| Below £154.06/week | 80% of AWE (lower than flat rate) |
For the vast majority of AfC staff, the flat rate of £123.25 applies because their AWE is well above £154.06/week.
How SSP interacts with NHS occupational pay
Phase 1 — Full Pay
Your trust pays full salary. The SSP element is offset within that — your employer recovers the SSP portion from HMRC. You receive full pay.
Phase 2 — Half Pay
You receive half pay plus SSP, capped at your full pay rate. If half pay + SSP would exceed full pay, your half pay is reduced so the total does not exceed full pay.
After OSP ends
SSP continues at £123.25/week until the 28-week maximum is reached. Pension contributions continue based on SSP amount if you maintain membership.
Injury Allowance, Section 22
If your absence is caused by a work-related injury or disease wholly or mainly attributable to your NHS duties, you may be eligible for injury allowance under AfC Section 22.
| Feature | Detail |
|---|---|
| Top-up level | 85% of your normal pay |
| Who pays | Your NHS trust |
| Duration | Up to 12 months per episode |
| Pensionable | No — not subject to pension contributions |
| Taxable | Yes — subject to income tax and NI |
| Automatic | No — you must apply via HR/Occupational Health with medical evidence |
💡 Example calculation
Band 5 at £32,073. On half pay + SSP = £1,870.46/month. 85% target = £2,271.84/month. Injury allowance top-up = £401.38/month (taxable, not pensionable).
NHS Sick Pay Phase by Phase
Full Pay
You receive your normal full pay. Pension contributions are deducted on actual full pay received. SSP is offset within full pay — your employer recovers it from HMRC.
Half Pay + SSP
You receive half your normal pay plus SSP (£123.25/week for most staff). The combined amount is capped at your full pay rate:
Pension contributions are based on the actual half pay + SSP received, not your full salary. Your pension tier may step down as your pay reduces.
SSP Only
After OSP ends, SSP continues at £123.25/week (2026/27) for up to 28 weeks total. Pension contributions continue based on the SSP amount if you maintain your membership.
Unpaid
After both OSP and SSP are exhausted you receive no pay. NI credits are awarded automatically. Your pension record is protected. Apply for Employment and Support Allowance (ESA) or Universal Credit if you remain unwell.
Your Sick Pay by Band (2026/27 Examples)
Band 5, 5+ Years Service
Band 6, 5+ Years Service
Band 3, 2 Years Service
Part-Time NHS Sick Pay
If you work part-time, your occupational sick pay is calculated on your pro-rata basic pay. SSP is the same regardless of hours worked, provided you meet the eligibility criteria.
Example: Band 5, 22.5 hours per week (0.6 WTE), 5+ years service
| Full Time (37.5 hrs) | Part Time (22.5 hrs) | |
|---|---|---|
| Annual basic pay | £32,073 | £19,244 |
| Monthly full pay | £2,673 | £1,604 |
| Monthly half pay | £1,337 | £802 |
| SSP (same for all) | £534.08/mo | £534.08/mo |
| Phase 2 total | £1,871/mo | £1,336/mo |
NHS Sick Pay and Your Pension
| Phase | Pension Contribution On | Pension Accrual Record |
|---|---|---|
| Full pay | Actual full pay received | Full deemed pay |
| Half pay + SSP | Actual half pay + SSP received | Full deemed pay |
| SSP only | SSP amount (if continuing membership) | Full deemed pay |
| Unpaid | No deduction | Protected — can buy back later |
Bank Staff and NHS Sick Pay
Bank staff without a substantive NHS contract are not eligible for occupational sick pay. They receive SSP only, provided they:
- Are recognised as employees (not self-employed)
- Are genuinely ill and unable to work
- Have not already exhausted the 28-week SSP maximum
Regional Differences
OSP entitlement rules are UK-wide under AfC Section 14. SSP rules under the Employment Rights Act 2025 also apply UK-wide.
| Nation | Tax Treatment | Pension Tiers | FT Hours | Notes |
|---|---|---|---|---|
| England | 20%/40%/45% | 6 tiers (5.2%–12.5%) | 37.5 | Standard |
| Scotland | Scottish bands 19%–48% | 9 tiers (5.7%–12.7%) | 36 | S-prefix tax code |
| Wales | 20%/40%/45%, C-prefix | 6 tiers (5.2%–12.5%) | 37.5 | Wales AfC(W) pay scales |
| Northern Ireland | 20%/40%/45% | 6 tiers (5.2%–12.7%) | 37.5 | Employer rate 23.2% |
Scotland: The 36-hour full-time week affects pro-rata calculations. A part-time Scotland employee on 28 hours has WTE of 0.7778 (28 ÷ 36), not 0.7467 (28 ÷ 37.5). Using the wrong denominator understates sick pay.
Frequently Asked Questions
Everything you need to know about NHS sick pay phases, SSP entitlement, rolling 12-month rules, and the Employment Rights Act 2025 changes.
It depends on your total continuous NHS service across all trusts. Enter your service length and salary in the calculator above for your exact phase breakdown and take-home figures.
SSP is £123.25 per week from 6 April 2026, or 80% of your average weekly earnings if that is lower. There are no waiting days — SSP is payable from the first day of sickness absence. Source: Employment Rights Act 2025.
Yes. Your continuous NHS service counts across all NHS employers in England, Scotland, Wales and Northern Ireland. A break in service may reset your entitlement — check with HR if you have had a career break.
You receive 1 month full pay and 2 months half pay. However, the half pay period only becomes available after you have completed 4 months of service. If you go sick before 4 months, you receive 1 month full pay only.
No. The Employment Rights Act 2025 abolished the three waiting days from 6 April 2026. SSP is payable from day one of sickness. You also no longer need 4 consecutive sick days to trigger a Period of Incapacity for Work — one qualifying day is sufficient.
When you start a new absence, your employer looks back 12 months from that first day and counts all sick days in that window. Any days used reduce your remaining entitlement. As old absences fall outside the 12-month window, entitlement gradually restores.
Yes. Pension contributions are deducted from actual pay received in each phase, not your full salary. During half pay your pension tier may step down. During SSP-only your contributions are based on the SSP amount. Your pension accrual record is protected as if you received full pay throughout.
If your absence is caused by a work-related injury or disease, you may be eligible for Injury Allowance under AfC Section 22. This tops up your pay to 85% of normal for up to 12 months. It is taxable but not pensionable, and is not automatic — you must apply via HR with medical evidence.
No. Pregnancy-related sickness is recorded separately and does not count toward your rolling 12-month entitlement under AfC Section 14. It must be correctly flagged by your employer.
Your OSP is calculated on your pro-rata salary. Enter your contracted hours and the calculator works out your WTE and pro-rata figures automatically. SSP is the same for all staff (flat rate or 80% AWE) regardless of hours.
Doctors under BMA/DDRB contracts have different sick pay arrangements. This calculator is for AfC staff only. Dentists also have separate arrangements.
Bank staff without a substantive contract are not eligible for NHS OSP. SSP applies if you are classed as an employee and meet the eligibility criteria. From 6 April 2026 there is no Lower Earnings Limit.
During full pay, SSP is offset within your full salary — your employer recovers it from HMRC and you receive full pay. During half pay, you receive half pay plus SSP together, capped at your full pay rate. They work together, not separately.
Related NHS Pay Calculators
NHS Maternity Pay Calculator
52-week breakdown for maternity leave
→ MainNHS Take-Home Pay Calculator
Current take-home for any band and region
→ Part-TimeNHS Part-Time Pay Calculator
Pro-rata with WTE to two decimal places
→ Pay RiseNHS Pay Rise Calculator
See your new take-home after the 2026/27 pay award
→ ScotlandNHS Scotland Pay Calculator
Scottish tax bands and 9 pension tiers
→ LondonNHS London Pay Calculator
HCAS all four zones, pensionable
→ PensionNHS Pension Calculator
Employer 23.7% contribution and your accrual record
→ Back PayNHS Back Pay Calculator
Estimate your arrears from backdated pay
→Updated 6 April 2026 | AfC Handbook Section 14 | Employment Rights Act 2025 | NHSBSA confirmed pension rules | For AfC staff only — confirm figures with HR or payroll