How many paid sick days should I offer my employees?
By Isaline Sergeant, Senior HR Advisor at Electra HR
Companies may even tailor the number of paid sick days to the length of employment. For instance, it is common practice not to offer paid sick days during the probation period. Setting the right number of sick days also depends on the industry. If the work performed is laborious or physically draining, a higher allowance should be provided (e.g. 10 days). Deciding on an internal company policy around sick pay is not always straightforward but it remains essential to avoid future litigations. Transparent sick pay provisions are always desirable, and we highly recommend employers to set the expectations in their Company Handbook.
In the UK, the number of sick days recommended to offer to employees can vary depending on various factors, including the employment contract, industry standards, and company policies. There is no specific legal requirement for a set number of sick days that must be offered to employees.
“Some employers may offer additional sick leave beyond the statutory minimum, while others may have more flexible arrangements such as allowing employees to take unpaid leave or offering different forms of paid time off, such as a general ‘annual leave’ allowance that can be used for sickness or vacation.“
– Isaline Sergeant, Senior HR Advisor at Electra HR
Traditionally, many organizations in the UK have offered a certain number of paid sick days as part of their employment benefits. Companies may even tailor the number of paid sick days to the length of employment. For instance, it is common practice not to offer paid sick days during the probation period.
It’s important to note that the actual number of sick days provided by employers can vary significantly. Some employers may offer additional sick leave beyond the statutory minimum, while others may have more flexible arrangements such as allowing employees to take unpaid leave or offering different forms of paid time off, such as a general “annual leave” allowance that can be used for sickness or vacation.
Setting the right number of sick days also depends on the industry. If the work performed is laborious or physically draining, a higher allowance should be provided (e.g. 10 days).
On the topic of sick days, a tracking system is essential not only to be reminded that a fit note is due, but also in order to issue SSP if needed and also to detect any recurring pattern.
Even though companies can choose the number of paid sick days they would like to offer their employees, there are legal requirements around the employee’s sickness topic worth reiterating:
For an absence of seven days or less (including weekends or holidays), self-certification is sufficient. In other words, employees simply have to communicate the sickness to their employer either verbally or in writing, e.g. in an email. This is the so-called short-term sickness.
After seven days of sickness, a fit note has to be provided to the employee. This document has to be issued by a certified health professional.
When the absence lasts four or more consecutive days, the employee might qualify for Statutory Sick Pay (SSP) from up to a 28-weeks minimum period. This SSP is paid by the employer. This is the legal minimum, and it will be overwritten by more beneficial contractual sick pay.
Deciding on an internal company policy around sick pay is not always straightforward but it remains essential to avoid future litigations. Transparent sick pay provisions are always desirable, and we highly recommend employers to set the expectations in their Company Handbook.
To determine the recommended number of sick days to offer, it’s advisable to consult relevant employment laws, review industry standards, consider the needs of your employees, and ensure compliance with any applicable collective bargaining agreements or employment contracts. It can also be helpful to benchmark against other organizations in your industry to gauge common practices.
