As a business, you must pay SSP to eligible  employees and workers. This includes most people you engage on PAYE, even for short or irregular contracts. 

A worker is entitled to SSP if they meet all the following: 

Employment status 

They are engaged as an employee or worker. 
This includes: 

• permanent staff 

• fixed-term employees 

• PAYE freelancers 

• project-based crew on short contracts 

• agency workers provided to your production/business 

SSP does not apply to: 

• genuine self-employed individuals who invoice you 

• PSC-limited company contractors (unless hired as a worker through PAYE) 

Earnings threshold 

They earn at least £125 per week (before tax) on average. 

Length of sickness 

They have been unwell for 4 or more consecutive days, including non-working days. 

Notification 

They have informed you of their sickness within your set timeframe, or within 7 days if no timeframe is specified. 

Evidence (after day 7) 

A fit note can be requested from the 8th consecutive day of sickness. 

Your duty:

You must assess eligibility, request evidence (if needed), and administer SSP correctly through payroll. 

SSP is only paid for the days the worker normally worked for your business, known as Qualifying Days. 
Because screen work schedules vary, you must ensure: 

• the Qualifying Days are clearly defined (e.g., Monday–Friday, or agreed shift pattern), and 

• irregular working patterns are confirmed with the worker at the start of engagement. 

Waiting Days 

The first 3 qualifying days of sickness are unpaid. 
SSP is payable from the 4th qualifying day. 

Linked Sickness Periods 

If a worker has two or more sickness periods of 4+ days and they occur within 8 weeks of each other, these periods are “linked”: 

• waiting days may not apply again 

• SSP may continue seamlessly 

Businesses must track this to stay legally compliant. 

SSP Rate 

Current rate: 

£118.75 per week 

(automatically pro-rated depending on the worker’s qualifying days) 

Maximum Duration 

Up to 28 weeks of SSP per employee. 

Businesses must: 

1. Maintain a clear sickness reporting procedure 

This should explain: 

• who workers must contact 

• how quickly notification must be made 

• when fit notes are required 

• how sickness is recorded 

2. Keep accurate records (minimum 3 years) 

You must keep: 

• sickness dates 

• SSP payments made 

• any medical evidence provided 

• any SSP refusals (plus reasons) 

3. Assess SSP eligibility promptly 

Delays can cause payroll issues and worker grievances. 

4. Communicate the decision 

If the worker is eligible: 

• confirm their SSP will be paid via payroll 

If they are not eligible: 

• you must issue form SSP1 within 7 days 

• you must state the reason clearly 

Occupational Sick Pay is optional but increasingly important for businesses trying to retain talent and demonstrate industry best practice. 

Common OSP Approaches in the Sector 

Businesses may choose to offer: 

• Full pay for a fixed number of days per year 

• A combination of full pay followed by half pay 

• Service-based sick pay (more generous for long-standing employees) 

• Discretionary sick pay (must be applied fairly and non-discriminatorily) 

• Insurance-backed sick pay for staff (common in larger permanent teams) 

If you offer OSP: 

• It must be stated clearly in contracts, handbooks or policies 

• It must be paid before or integrated with SSP 

• It must be administered consistently across your workforce 

If Your Business does not offer OSP 

You should still: 

• explain SSP rules clearly 

• ensure workers understand when and how to report sickness 

• avoid penalising workers for taking legitimate sick leave 

• consider reasonable adjustments or phased returns 

This is not only good practice, it is also essential for maintaining wellbeing standards in a high-pressure screen environment.