London Paid Sick Leave: Entitlements & Evidence

Labor and Employment England 3 Minutes Read · published February 02, 2026 Flag of England

In London, England paid sick leave entitlements are governed by national statutory rules with employer obligations that apply across all boroughs. This guide explains how entitlement is determined, what evidence employers may request, how accrual and qualifying periods work under UK law, and practical steps for employees and employers in London to claim, document, or dispute paid sick leave. It cites official government and legislation sources so you can verify eligibility, processes, and enforcement routes locally.

Keep payslips, fit notes and any written sick-notice to support a claim.

Entitlements, Accrual Rates and Evidence

Statutory sick pay (SSP) and related employer duties are set at the national level; boroughs in London do not create separate SSP rates or accrual systems. Eligibility, qualifying days and the basic entitlement framework are published on GOV.UK. Statutory sick pay (SSP)[1]

  • Eligibility depends on earnings and the employee's fit note or self-certification period.
  • Accrual and waiting days follow the national SSP rules and any employer policies that are more generous.
  • Evidence commonly includes GP fit notes, isolation notes where applicable, and employer absence forms.
  • Local London boroughs may advise businesses but do not set different statutory conditions.

Penalties & Enforcement

Failure by an employer to pay statutory sick pay or to keep required payroll records can lead to claims and enforcement under national employment and tax law; London municipal authorities do not publish separate fines for SSP non-compliance. Details on legal bases for employer obligations and employee remedies are recorded in national legislation and guidance. Employment Rights Act 1996[2]

  • Fine amounts: not specified on the cited pages for London municipal law; refer to national enforcement provisions and tribunal awards, which vary by case.
  • Escalation: not specified on the cited pages for municipal fines; repeat or continuing failures are typically addressed by tribunals or HMRC procedures at national level.
  • Non-monetary sanctions: orders for arrears, tribunal awards, court enforcement and requirements to correct payroll records.
  • Enforcer and complaint route: employment tribunals for unlawful deductions/disputes and HM Revenue & Customs for related tax/NIC issues; local boroughs do not enforce SSP payments.
  • Appeals and reviews: tribunal judgments can be appealed to higher courts within statutory time limits for lodging claims; specific time limits are not specified on the cited municipal pages.
If you are unsure about deadlines, start a claim or seek advice immediately as tribunal time limits can be short.

Applications & Forms

No London borough-specific paid-sick-leave application form is published; claims for unpaid statutory sick pay are generally pursued through employer payroll processes or, where disputed, by making an employment tribunal claim. For payroll and employer reporting you should use your internal payroll forms and national guidance; there is no municipal SSP form listed on the cited pages.

Common Violations and Typical Outcomes

  • Failing to pay SSP when due — outcome: tribunal claim for arrears and possible costs (amounts vary; not specified on the cited pages).
  • Refusing to accept fit notes or requesting unreasonable extra evidence — outcome: dispute resolution or tribunal (penalties not specified municipally).
  • Poor record-keeping of sick pay and payroll — outcome: enforcement through national routes and mandated correction of records.

Action Steps for Employees and Employers

  • Employees: notify your employer promptly, obtain a fit note if required, and keep copies of communications and payslips.
  • Employers: check national SSP guidance, update payroll, keep records and provide written reasons if refusing payments.
  • If disputed: consider raising a formal grievance, then an employment tribunal claim if unresolved.

FAQ

Who is eligible for statutory sick pay in London?
Eligibility follows national SSP rules published on GOV.UK; eligibility depends on earnings and qualifying days. See GOV.UK SSP[1]
How much sick pay will I receive and how does accrual work?
Rates and accrual rules are set nationally and updated on GOV.UK; specific monetary rates are not specified on the cited London municipal pages. See GOV.UK SSP[1]
How do I challenge an employer who will not pay SSP?
Start with an internal grievance, then an employment tribunal claim for unpaid SSP if necessary; national legislation governs remedies. See Employment Rights Act 1996[2]

How-To

  1. Notify your employer promptly in writing of the sickness and your expected absence.
  2. Obtain and keep any required fit notes or medical evidence and copies of payslips.
  3. Ask your payroll or HR department to confirm SSP entitlement and payment dates.
  4. If unpaid, follow your employer's grievance procedure and keep written records of each step.
  5. If unresolved, submit an employment tribunal claim to recover unpaid SSP and related awards.

Key Takeaways

  • Statutory sick pay is governed nationally; London boroughs do not set separate SSP rates.
  • Keep fit notes, payslips and written absence records to support claims.

Help and Support / Resources

  1. [1] GOV.UK - Statutory sick pay (SSP)
  2. [2] Legislation.gov.uk - Employment Rights Act 1996

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