NHS Pay

NHS Sick Pay Explained: Agenda for Change Entitlement Table

FP FrontlinePay Editorial

Updated September 2026

Independent guidance — not affiliated with NHS England or DHSC

Short answer

NHS Occupational Sick Pay (Section 14.2 of the Agenda for Change Handbook) is significantly more generous than Statutory Sick Pay (SSP), and — unlike SSP — it scales up with your length of continuous NHS service: in your first year of service you get 1 month full pay and 2 months half pay; in your second year, 2 months full pay and 2 months half pay; in your third year, 4 months full pay and 4 months half pay; in your fourth and fifth years, 5 months full pay and 5 months half pay; and after 5 years' service, 6 months full pay and 6 months half pay — the maximum, however long your service beyond that point. These figures are confirmed directly from the current Handbook text and apply the same way across England, Wales, Scotland and Northern Ireland. Run your own numbers, including the rolling-12-month rule explained below, through the NHS Sick Pay Calculator.

Getting sick or injured is one of those things nobody plans around, but knowing roughly how NHS sick pay works — and how it interacts with attendance management and your pension — is worth understanding before you need it rather than while you're off. This guide explains the general structure, the continuous-service rule that drives it, how sickness absence relates to (but is distinct from) formal disciplinary action, and where to find the exact current figures. This is general information, not legal or HR advice, and FrontlinePay is not affiliated with the NHS or the Department of Health and Social Care.

The full entitlement table (Section 14.2)

Rather than a single flat entitlement for everyone, NHS Occupational Sick Pay is structured in bands tied to your length of continuous NHS service, confirmed directly from the current Handbook text:

Length of service	Full pay	Half pay
During first year of service	1 month	2 months
During second year of service	2 months	2 months
During third year of service	4 months	4 months
During fourth and fifth years of service	5 months	5 months
After 5 years of service	6 months	6 months

✓ Once occupational sick pay (full pay and half pay combined) is exhausted, Statutory Sick Pay applies for any remaining eligible period
✓ 6 months full pay + 6 months half pay, after 5 years' service, is the maximum — it doesn't keep increasing beyond that regardless of how much longer you've worked
✓ The same table applies whether you're in England, Wales, Scotland or Northern Ireland
✓ This is your entitlement, not what's automatically available at any one moment — the rolling-12-month rule below can reduce what's left if you've already used some recently

This table is set out in Section 14.2 of the NHS Terms and Conditions of Service Handbook and is the main reason NHS sick pay is considered meaningfully better than the statutory minimum most private-sector employees rely on. It's set through national negotiation and can in principle be revised, so it's still worth a quick check against the current Handbook or your trust's policy if you're relying on it for a major decision — but these figures are the confirmed current position, not a placeholder.

If your entitlement is running out, see what happens when NHS sick pay runs out, and if your illness is work-related, NHS injury allowance explained. To see your pay month by month, try the sick pay runway calculator.

Maximum occupational sick pay

6 + 6 months

6 months full pay plus 6 months half pay, reached after 5 years' continuous NHS service — the ceiling, however much longer you've served.

Full pay period

Ranges from 1 month (first year of service) up to 6 months (after 5 years' service), paid at your normal full salary.

Half pay period

Ranges from 2 months (first and second year) up to 6 months (after 5 years' service), paid at half your normal salary, following the full-pay period.

NHS Sick Pay Calculator

Run your own service length and salary through the table above, including the rolling 12-month rule.

Try it

Continuous NHS service — it usually travels with you between employers

As with several other Agenda for Change entitlements, continuous NHS service for sick pay purposes generally means your accumulated service across NHS employers, not just time with your current trust. Moving from one NHS employer to another — a different trust, a different health board — usually preserves your continuous service, provided there isn't a significant break between roles. See our guide on how the NHS is structured for more on how continuous service across different NHS employers is generally recognised, and why moving trusts doesn't automatically reset your sick pay entitlement to the lowest band.

This is worth checking proactively if you've moved employers recently and aren't sure where you sit on the service-length scale — your trust's HR or payroll team can normally confirm your reckonable continuous service on request, rather than you having to work it out from memory of past roles.

⚠Confirmed from the current Handbook — still worth a quick check for your own situation

The table above is taken directly from Section 14.2 of the NHS Terms and Conditions of Service Handbook. It's set through national negotiation and can in principle be revised, and your own reckonable continuous service (which determines which row applies to you) can be affected by things like breaks in service or how a move between NHS employers was recorded — so while the table itself is accurate, it's still worth confirming your own reckonable service with your trust's HR or payroll team, especially before a major decision.

Sickness absence vs disciplinary action — two different processes

It's important to be clear about something that causes real anxiety for staff: being off sick is not, by itself, a disciplinary or misconduct matter. However, frequent short-term absence, or a pattern that crosses a trust's defined trigger points, can lead to a separate attendance management (or capability) process under your trust's sickness absence policy — distinct from, and generally more supportive in its early stages than, the disciplinary process used for misconduct.

• Attendance management / capability is about supporting someone back to sustainable attendance — it typically starts informally, involves Occupational Health, and considers reasonable adjustments before any formal stage is reached
• Disciplinary/misconduct action deals with conduct issues — things you did wrong — and is a genuinely separate process with different triggers and different tests. See our guide to the NHS disciplinary and misconduct process for how that works
• The two processes can occasionally overlap (for example, if there are concerns about the genuineness of an absence), but persistent or high sickness absence on its own is handled through the capability route, not treated as misconduct

If you're worried that a run of sickness absence might affect your job, it's worth reading your trust's specific sickness absence/attendance policy for its trigger points and process stages, and speaking to your union rep if you're a member, rather than assuming the worst from general guidance like this. For how a formal performance process works, see our guide to the NHS capability procedure, and our free sickness absence tracker counts your absences and working days over a rolling 12 months.

How sick pay interacts with your NHS Pension

As a general principle, periods of paid sickness absence — whether at full occupational pay, half pay, or SSP — are often treated favourably for NHS Pension purposes compared with a simple drop in actual earnings, though the precise treatment can depend on whether the absence is paid or unpaid and your specific pension section. See our NHS Pension Scheme (2015) explained guide for how pensionable pay and contributions generally work.

We're presenting this as a general principle rather than a guarantee that applies identically to everyone, because individual circumstances — particularly extended unpaid sick leave — can change the picture. If pension accrual during a period of sickness absence matters for your planning, confirm your specific position with NHS Pensions or your trust's pensions team.

Practical steps: reporting, evidence and returning to work

Beyond the pay mechanics, there's a practical process that runs alongside any period of sickness absence, and it's worth knowing the shape of it before you're relying on it while unwell.

Report your absence promptly

Most trusts expect you to notify your line manager (or a designated reporting line) as early as possible on the first day of absence, following whatever specific method your local policy sets out, rather than leaving a message with a colleague or reporting after the fact.

Self-certification, then a fit note

For a short initial period you can generally self-certify your absence yourself; beyond that, you'll typically need a fit note from your GP or another registered healthcare professional to keep your absence properly evidenced.

Expect a return-to-work discussion

A short, generally supportive conversation with your manager after any absence, however brief, to check in, update the record, and flag whether any support or adjustments would help — it isn't automatically disciplinary.

Reasonable adjustments and a phased return

For a longer absence, occupational health may recommend adjustments to your role or hours, or a phased return building your hours back up gradually, rather than expecting a straight return to your full normal rota.

Why trust this guide

✓ Entitlement table confirmed directly from the current NHS Terms and Conditions of Service Handbook, Section 14.2 — not a generic sick-pay explainer written for employers outside the NHS
✓ Clearly flags what can still vary by individual (your reckonable continuous service) versus what's a fixed national rule (the entitlement table itself)
✓ Clearly separates attendance management (supportive) from disciplinary action (conduct-based), a distinction that causes real anxiety when blurred
✓ Independent and not affiliated with NHS England, NHS Pensions or the DHSC — written to help you ask your trust's HR team the right questions, not to replace them

Related guides

NHS Sick Pay Calculator

Run your own service length and salary through the table above, including the rolling 12-month rule.

NHS Ill Health Retirement Explained

What happens if long-term sickness means you can't return to work.

NHS Disciplinary and Misconduct Process

The genuinely separate process for conduct issues, not attendance.

NHS Annual Leave Entitlement Explained

How leave scales with service, alongside sick pay.

NHS Pension Scheme (2015) Explained

How pensionable pay and contributions generally work.

NHS Pension and Long-Term Sickness

Exactly how paid and unpaid sick leave affect your pension accrual.

NHS Working Time Rules Explained

Rest breaks, the 48-hour week, and night-worker protections.

NHS Long-Term Sickness & Long Covid Support

How a long-term or fluctuating condition is treated differently from short-term absence, and where Long Covid stands now.

NHS Phased Return to Work Plan: Template and Rights

Phased return rights, fit note, pay (Handbook 14.14), plus a copyable plan template.

Get notified when NHS sick pay terms are updated

We'll email you if Section 14 of the NHS Terms and Conditions Handbook is revised, or national sick pay terms are renegotiated.

Free. Independent, not affiliated with the NHS. Every email has an unsubscribe link. See our privacy policy.

For how the April 2026 Statutory Sick Pay changes fit alongside this table, see SSP changes for NHS staff.

Where to get your exact entitlement

Nothing on this page should be used to work out your own sick pay entitlement to the week. For your exact position:

✓ Check the current NHS Terms and Conditions of Service Handbook, Section 14, for the exact weeks of full pay and half pay at your length of service
✓ Ask your trust's HR or payroll team to confirm your reckonable continuous NHS service and remaining entitlement
✓ Read your trust's own sickness absence/attendance management policy for its specific trigger points and process stages
✓ If you're a union member, your union rep can support you through an attendance management process and help interpret the policy

This guide is provided for general information only, is not affiliated with the NHS or the Department of Health and Social Care, and is not legal or HR advice — for decisions that affect your pay, employment or pension, verify the current terms with your trust and seek advice specific to your circumstances.

Frequently asked questions

Does NHS sick pay entitlement reset every year? +

Sick pay entitlement is generally assessed on a rolling basis tied to a defined reference period (commonly discussed as a rolling 12-month window) rather than simply refilling in full on a fixed calendar date — so if you've used sick pay earlier in that rolling period, it can reduce what's available to you if you're off again before the period rolls forward. The exact mechanics of the rolling period are set out in Section 14 of the Handbook and your trust's sickness absence policy, so check them directly rather than assuming a clean annual reset.

What happens if I'm off sick long-term? +

Once you exhaust your occupational full pay and half pay entitlement (the length of which depends on your continuous NHS service), you generally move on to Statutory Sick Pay (SSP) for any remaining eligible period, and eventually no pay at all if SSP is also exhausted. Long-term sickness absence will also typically trigger your trust's formal attendance/capability process, including Occupational Health involvement and, often, a review of whether reasonable adjustments or a phased return could support you back to work — this is meant to be a supportive process in the first instance, not an automatic route to dismissal.

Can I be dismissed for being off sick too much? +

In principle, yes — persistent or high levels of sickness absence can eventually lead to formal capability proceedings and, in some cases, dismissal on capability grounds, but only after a trust has followed a fair, staged process that typically includes informal support, formal review stages, Occupational Health input, and consideration of reasonable adjustments. This is different from being dismissed for misconduct — being off sick is not, by itself, a disciplinary matter — see our guide on the NHS disciplinary and misconduct process for how that separate process works and how it differs from attendance management.

Does frequent short-term sickness absence get treated differently from one long absence? +

Often, yes. Many trust attendance policies use trigger points that specifically flag patterns of frequent short-term absence (for example, several separate short episodes within a rolling period) as well as, or instead of, a single long absence — because frequent short absences can disrupt a service in ways that are harder to plan around. The exact trigger points and how they're applied vary by trust policy, so check your own trust's sickness absence policy for its specific triggers rather than assuming a single long absence and several short ones are treated identically.

Does being off sick affect my NHS Pension? +

While you're receiving occupational sick pay (full or half pay) or SSP, your NHS Pension contributions and accrual are generally treated favourably compared with a straightforward drop in pay — but the exact treatment can depend on whether you're on paid or unpaid sick leave and your specific pension section, so treat this as a general principle to verify rather than an absolute guarantee. See our NHS Pension Scheme (2015) guide for the underlying mechanics, and check your specific position with NHS Pensions or your trust if it matters for your planning.

Do I need a doctor's note for every day I'm off sick? +

No — for a short initial period of sickness absence, you can generally self-certify (tell your manager and confirm it yourself, sometimes on a short form), without needing evidence from a GP. For a longer absence, you'll typically need a fit note (previously called a sick note) from your GP or another registered healthcare professional to cover the continuing period. The exact self-certification period and evidence your trust expects is set out in your local sickness absence policy, so check it if you're unsure when a fit note becomes necessary for your situation.

What happens at a return-to-work interview? +

A return-to-work interview (sometimes called a return-to-work discussion) is a routine, generally supportive conversation with your line manager after any period of sickness absence — even a short one — to check how you're feeling, confirm the reason for your absence is recorded correctly, discuss whether any support or adjustments would help, and update you on anything you've missed. It isn't inherently disciplinary, and having one doesn't mean you've done anything wrong; most trusts expect them after every absence, however brief, as standard practice rather than as a red flag.

Can long-term sickness absence lead to ill health retirement? +

It can, in some cases — a long-term sickness absence is often the point at which an employer's occupational health team first raises ill health retirement as a possibility, particularly if a return to your current role, or to work at all, starts to look genuinely unlikely. Going onto long-term sick pay doesn't automatically lead to it, though, and ill health retirement is a separate, formal medical process assessed by NHS Pensions rather than an automatic next step. See our NHS Ill Health Retirement guide for how that separate process works.

Is sick pay for a mental health absence treated any differently from a physical illness? +

In principle, no — NHS sickness absence policy is generally written to apply the same way regardless of whether the underlying reason is physical or mental health, and your sick pay entitlement is based on your length of continuous service and how much of your allowance you've used, not on the category of illness. In practice, some trusts have specific support pathways or Occupational Health referral routes tailored to mental health, on top of the standard sick pay mechanics, so it's worth asking your trust what additional support is available rather than assuming only the pay rules apply.

What can I do if I think my trust has calculated my sick pay incorrectly? +

Start by raising it directly with your line manager or, more often the right route for a pay calculation query, your trust's payroll or HR team — ask them to show you how your continuous service and remaining entitlement were calculated, since a genuine error (commonly around continuous service not being correctly carried over from a previous NHS employer) is usually fixable once flagged. If you're a union member, your rep can help you query the calculation or escalate it formally if payroll's initial answer doesn't resolve it.

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