If you work for the NHS, it’s essential to understand what support is available when you’re unwell. The NHS sick pay system is designed to give you peace of mind, but it can be complex, especially when your entitlements depend on how long you’ve worked in the service. This guide breaks down the key points of the NHS sick policy so you know exactly where you stand.
NHS Sick Pay Entitlements: What You Need to Know
NHS sick pay falls under the Agenda for Change (AfC) terms and conditions, which apply to the majority of staff. Your entitlement to occupational sick pay increases the longer you’ve worked in the NHS:
- Up to 1 year of service: 1 month full pay and 2 months half pay
- Up to 2 years: 2 months full pay and 2 months half pay
- Up to 3 years: 4 months full pay and 4 months half pay
- Up to 5 years: 5 months full pay and 5 months half pay
- 5 years or more: 6 months full pay and 6 months half pay
These entitlements are calculated based on your continuous NHS service and any sickness absences within the previous 12 months. If you’ve already taken time off sick in the past year, it may affect what you’re entitled to now.
In addition to occupational sick pay, employees may be eligible for Statutory Sick Pay (SSP) if they don’t qualify for or have exhausted their NHS entitlement. SSP is paid for up to 28 weeks, but the amount is significantly lower than NHS occupational sick pay.
Navigating the NHS Sick Policy
The NHS sick policy outlines how you should report illness, what documentation is required, and what happens when you return to work.
- Reporting sickness: You must notify your manager as early as possible if you’re too unwell to work. Delays in reporting can affect your pay.
- Fit notes: For absences lasting longer than 7 calendar days, a fit note (also known as a sick note) from your GP is required. This will confirm whether you’re not fit for work or if you may be fit with adjustments.
- Return to work: When you’re ready to return, a Return to Work meeting is typically arranged. This is a chance to review your recovery, assess any support you may need, and ensure you’re fit to resume duties.
It’s crucial to follow the correct process. Not providing the required medical evidence or failing to report your absence correctly can lead to delays or deductions in sick pay.
Additional Support: Injury Allowance and Long-Term Sickness
If your work caused your illness or injury, you may be entitled to the NHS Injury Allowance. This benefit can top up your sick pay to 85% of your normal earnings for up to 12 months. It’s not automatic; you’ll need to apply and meet the criteria.
For long-term absence, the NHS encourages a supportive and structured approach. This may include:
- Phased return to work plans
- Adjustments to your duties or hours
- Occupational Health referrals
- Redeployment to a different role if necessary
The aim is to help you recover fully while returning to a role that’s manageable and safe. Your manager, HR, and Occupational Health will work with you to ensure the process is fair and supportive.
Final Thoughts
Understanding the NHS sick pay system and the NHS sick policy is crucial, not just for your financial wellbeing, but also to make sure you’re adequately supported if you’re unwell. If you’re ever unsure about your entitlements or the correct procedure, speak with your manager or HR team. Knowing your rights allows you to focus on your recovery without unnecessary stress.
