Sick pay rights vary depending on your job and the sick pay schemes in place. There are two types of sick pay: company sick pay and Statutory Sick Pay (SSP). Your employer can offer a company sick pay scheme that is more generous than SSP, but it must meet legal minimums. Company sick pay details should be in your employment contract. Typically, company schemes start after a probationary period, offering full pay initially and then possibly half-pay later. Your employer may have rules for reporting sickness, with self-certification for the first seven days.

Employers can choose to pay sick pay at their discretion but must avoid discrimination. Discretionary arrangements can become part of your contract over time. If you don't have a company scheme, you'll receive SSP if eligible. SSP doesn't cover the first three days unless you've received it within the last eight weeks.

The cause of sickness usually doesn't affect sick pay, but workplace injuries might have separate schemes. If your employer is responsible for your incapacity, you can make a personal injury claim. Taking time off to care for a sick dependent may not be paid unless your contract specifies. Sick leave can affect holiday entitlement, allowing you to carry over unused holidays.

If you have issues with sick pay, first talk to your employer, check your contract, and know your SSP rights. If you disagree with your employer on SSP, HMRC can help. Refusing owed sick pay is considered an 'unlawful deduction from wages.' For assistance, you can seek advice from Advice NI or your trade union.

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