Roughly half of all UK workers have reported working while physically or mentally unwell, as the pressure of “presenteeism” continues to shape British workplace culture. Despite sickness absence reaching a 15-year high, many employees still grapple with a sense of guilt when they are too ill to log on or show up.
This psychological barrier persists even as major legal reforms, introduced in April 2026, have fundamentally changed how and when workers are paid for their time off. The shift towards “presenteeism”—attending work despite being sick—is increasingly linked to job insecurity and the rise of mental health issues, which have become the leading cause of long-term workplace absence across the country.
The April 2026 Sick Pay Reforms
For many years, the decision to call in sick was complicated by “waiting days”—a three-day period at the start of an illness where employees received no Statutory Sick Pay (SSP). However, following the Employment Rights Act 2025, those rules were overhauled on 6 April 2026.
The current system ensures that SSP is now a “day-one” entitlement. This means workers no longer have to lose three days of income before qualifying for support. Additionally, the Lower Earnings Limit has been removed, a move that brought approximately 1.3 million low-paid and part-time workers into the sick pay system for the first time.
Under the 2026/27 regulations, the standard weekly rate for SSP is £123.25. For those on lower incomes, the payment is capped at 80% of their average weekly earnings, whichever figure is lower. This cap was designed to ensure that while more people are protected, the system remains sustainable for smaller businesses.
Debunking the ‘Snowflake’ Myth
While younger generations are sometimes characterised as being less resilient in the workplace, data from the Office for National Statistics (ONS) suggests the opposite when it comes to sickness. Workers aged 16 to 24 take an average of just 2.4 days off sick per year.
In contrast, employees in the 50 to 64 age bracket take an average of 6.2 days. Across the entire UK workforce, the average sickness absence has risen to 9.4 days per employee annually. This increase is largely attributed to a better understanding of mental health and the long-term impact of chronic conditions, rather than a decline in work ethic.
Mental ill-health is now the second most common cause of short-term absence, following minor illnesses like coughs and colds. For long-term absence, it has become the primary reason workers are signed off.
What You Need to Know When Calling in Sick
If you are unwell and unable to work, there are specific procedures to follow to ensure you are covered both legally and financially:
- Self-Certification: You can “self-certify” your illness for the first seven consecutive calendar days. You do not need a GP fit note (formerly known as a sick note) during this first week.
- Fit Notes: If you are off for more than seven days, you will need to obtain a fit note from a healthcare professional, such as a doctor, nurse, or physiotherapist.
- Eligibility: You are eligible for SSP if you are classed as an employee and have started work with your employer. This includes those on zero-hours contracts, provided they meet the basic criteria for being an “employee” under the new legislation.
- Reporting: You must inform your employer within their deadline—or within seven days if they do not have one—to ensure your payments are processed correctly.
The rise of “leaveism”—where staff use their annual leave entitlement to recover from illness or to catch up on work—is another trend being monitored by employment experts. While this avoids the perceived stigma of a formal sick day, Acas and other workforce bodies warn that it contributes to burnout and does not address the underlying causes of workplace stress.
