Evidence for Sick Leave & SSP - Liverpool

Labor and Employment England 4 Minutes Read ยท published February 12, 2026 Flag of England

In Liverpool, England employees and employers must follow national rules on Statutory Sick Pay (SSP) alongside any local employer policies. This guide explains what evidence employers commonly require for sick leave, how fit notes and employee self-certificates work, and where to find official rules for SSP and medical statements. It covers documentation, employer recordkeeping, steps to claim or challenge SSP, and local contact routes for council staff and residents. Where national guidance controls the legal test for entitlement, local HR policies (for example for Liverpool City Council employees) set practical submission processes.

What evidence is usually required

Employers in Liverpool typically ask for one or more of the following items to support a sick absence. The legal entitlement to SSP and the role of medical statements are explained on GOV.UK.[1]

  • Employee self-certification for short absences (usually up to 7 calendar days) or as your employer's policy requires.
  • Fit note (medical statement) from a GP or other authorised clinician for longer absences; see official guidance on obtaining a fit note.[2]
  • Pay and payroll records showing average weekly earnings to determine SSP eligibility.
  • Written notifications or emails to the employer reporting the absence date(s) and reason where required by workplace rules.
  • Evidence of caring responsibilities or related documentation when absence arises from care duties connected to sickness.
Keep original fit notes and a dated copy of all communications with your employer.

Providing evidence to an employer

Follow your employer's published sickness absence procedure for Liverpool-based workplaces or the council's HR policy if you work for the city. Typical steps include notifying your manager by phone or email, completing an employer self-certification form for short periods, and submitting a fit note for longer absence. Employers must retain records that show entitlement calculations and evidence supplied.

Penalties & Enforcement

SSP is a statutory national entitlement administered under UK law; enforcement and penalties for non-compliance are handled by national authorities rather than by a city bylaw. Details on employer obligations and remedies are published on GOV.UK.[1]

  • Monetary penalties: not specified on the cited page.
  • Escalation: not specified on the cited page for first versus repeat offences.
  • Non-monetary sanctions: civil recovery and court action are possible where employers fail to pay statutory entitlements; specific remedies are set out in statute or HMRC guidance and may require court process.
  • Enforcer and complaints: HM Revenue & Customs (HMRC) and national agencies manage SSP enforcement; employees should contact HMRC or use GOV.UK guidance for next steps.[1]
  • Appeals and review: the cited guidance directs employees to official appeal or complaint routes; precise statutory time limits are not specified on the cited page.
If an employer refuses SSP, contact HMRC or seek formal legal advice promptly.

Applications & Forms

There is no universal city form for SSP claims; employers normally require internal self-certification forms and will accept official fit notes for medical evidence. The national process and official forms for fit notes are described on GOV.UK.[2]

  • Fit note: issued by a GP or authorised clinician to support longer absence; obtain via NHS/GOV.UK processes.[2]
  • Employer self-certification form: name and format vary by employer; check your HR intranet or line manager.
  • Fees: no fee for the employee to provide evidence to their employer; any official fees are not specified on the cited pages.
If uncertain which form to use, ask your payroll or HR contact in writing and keep that response.

Action steps for employees and employers

  • Notify your employer as soon as reasonably practicable and follow their absence reporting rules.
  • Provide a self-cert for short absences and obtain a fit note for longer sickness.
  • Employers should document receipt of evidence, calculate SSP eligibility, and retain records.
  • If unpaid SSP is disputed, raise a formal written grievance then contact HMRC for statutory enforcement options.

FAQ

Do I always need a fit note to get SSP?
No; a fit note is normally required for longer absences, but short absences are often covered by self-certification and employer policy. Official guidance on fit notes is on GOV.UK.[2]
Who enforces SSP rules if my employer refuses to pay?
Enforcement is handled by national authorities such as HMRC; consult GOV.UK for the current complaint and remedy process.[1]

How-To

  1. Tell your employer you are sick following their timing and method requirements.
  2. If your absence is short, complete your employer's self-certification form and keep a copy.
  3. If your absence continues beyond the employer's self-cert period, arrange to obtain a fit note from a GP or authorised clinician.[2]
  4. Provide the fit note and any requested documents to payroll/HR so SSP can be assessed.
  5. If SSP is refused, raise a written grievance, keep records, and contact HMRC for official enforcement guidance.[1]

Key Takeaways

  • Keep timely records: notify, self-certify, and save fit notes.
  • SSP entitlement is determined by national rules; local employers add procedural requirements.
  • If you cannot resolve non-payment, follow grievance steps and contact HMRC.

Help and Support / Resources

  1. [1] GOV.UK - Statutory Sick Pay
  2. [2] GOV.UK - Get a fit note

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