Teacher Sick Pay: A Complete Guide to Entitlements
Understanding your sick pay entitlements as a teacher is essential for financial planning, especially during periods of ill health. Teachers employed in maintained schools in England and Wales have their sick pay entitlements set out in the Burgundy Book (the Conditions of Service for School Teachers), which provides significantly more generous terms than the statutory minimum. Academy staff may have different arrangements, depending on their contract terms.
This guide covers the full Burgundy Book sick pay entitlements, statutory sick pay, reporting procedures, and how long-term sickness is handled. Whether you are a newly qualified teacher worried about your first absence or an experienced teacher facing a longer period of ill health, knowing your rights will help you manage both your recovery and your finances.
Burgundy Book Sick Pay Entitlements
The Burgundy Book sets out a sliding scale of occupational sick pay based on your length of continuous service with your employer. These entitlements are measured in working days (not calendar days) and are in addition to any statutory sick pay you may receive.
| Length of Service | Full Pay (Working Days) | Half Pay (Working Days) |
|---|---|---|
| During first year | 25 days | 50 days |
| During second year | 50 days | 50 days |
| During third year | 75 days | 75 days |
| Fourth year and beyond | 100 days | 100 days |
For a teacher with four or more years of continuous service, this equates to approximately 20 weeks on full pay followed by 20 weeks on half pay — a total of 40 weeks of occupational sick pay. This is considerably more generous than most private sector employers and reflects the importance placed on supporting teachers through ill health.
Continuous Service
Continuous service for sick pay purposes includes all service with the same local authority, even if you have moved between maintained schools. If you transfer between local authorities, your new employer may or may not recognise previous service for sick pay purposes — check your contract carefully.
How Working Days Are Counted
Only working days count against your sick pay entitlement — school holidays, weekends, and bank holidays are not included. This means that a teacher who falls ill just before the summer break will not use up six weeks of entitlement during the holiday period. The count resumes when term starts again if the absence continues. However, if you are absent continuously, the sick pay entitlement applies to your aggregate absence within any rolling 12-month period (or sometimes a fixed period defined by your employer's policy).
Statutory Sick Pay (SSP)
Statutory Sick Pay is the legal minimum that any employer must pay to qualifying employees. The current rate is £116.75 per week (2026/27 rate), payable for up to 28 weeks. SSP is subject to a 3-day waiting period — meaning you receive no SSP for the first three qualifying days of absence.
For teachers, SSP is usually offset against occupational sick pay during the full-pay and half-pay periods. Once your occupational sick pay is exhausted, you would fall back to SSP only (if you still have weeks remaining within the 28-week SSP period). If your half pay drops below the SSP rate, your pay is topped up to the SSP level.
| Period | Pay Rate (4+ years service) | Approx Monthly (M6 £46,940) |
|---|---|---|
| First 100 working days | Full pay | £2,831 (net) |
| Next 100 working days | Half pay | ~£1,586 (net) |
| Beyond entitlement | SSP only (£116.75/week) | ~£506 |
Reporting Procedures
Schools require teachers to follow specific absence reporting procedures. Typically, you must contact the school (usually the headteacher or designated absence coordinator) before the start of the school day on the first day of absence. Many schools require you to phone rather than email or text, as they need to arrange cover quickly. You should keep the school informed of your progress and expected return date throughout the absence.
Fit Notes and Medical Evidence
For the first seven calendar days of absence, you can self-certify — no medical evidence is required, though your school may ask you to complete a self-certification form on your return. From the eighth calendar day, you must obtain a fit note (formerly a sick note) from your GP. The fit note may state that you are either "not fit for work" or "may be fit for work" subject to adjustments. Fit notes can be issued for any length of time your GP considers appropriate, and since April 2022, other healthcare professionals including nurses, physiotherapists, and occupational therapists can also issue fit notes.
Return to Work
After any period of sickness absence, your school should conduct a return-to-work meeting. This is an informal discussion (usually with your line manager or headteacher) to check on your wellbeing, discuss any adjustments needed, and update you on anything you missed. For longer absences, you may have a more structured meeting involving HR and potentially occupational health.
Phased Returns
A phased return allows you to gradually increase your working hours over a period of weeks, helping you build back to full capacity without risking a relapse. Your GP or occupational health adviser may recommend this on the fit note. During a phased return, you would typically remain on full pay (assuming you still have full-pay entitlement remaining), even though you are working reduced hours. The arrangements should be agreed in writing and reviewed regularly.
Long-Term Absence and Capability
If your absence becomes prolonged, your employer will refer you to occupational health for an assessment. This is to understand your condition, likely recovery time, and any adjustments that could help you return. Schools have a duty under the Equality Act 2010 to make reasonable adjustments for disabilities, which includes long-term health conditions.
If there is no foreseeable return date and all avenues of support have been exhausted, the school may begin capability procedures based on ill health. This is a formal process with specific stages, timescales, and appeal rights. Dismissal on grounds of ill health is a last resort and must follow a fair procedure. If you are a member of a teaching union, you should seek representation throughout this process.
Academy Staff — Check Your Contract
Teachers employed directly by academy trusts may not be covered by the Burgundy Book. While many academies have adopted equivalent or similar sick pay policies, some — particularly newer trusts — offer less generous terms. Always check your individual contract of employment and the trust's sickness absence policy to understand your specific entitlements.
Protecting Your Income
Even with generous Burgundy Book entitlements, a prolonged illness can have a significant financial impact. Teachers may wish to consider income protection insurance, which pays a proportion of your salary (typically 50-70%) if you are unable to work for an extended period. Many teaching unions offer group income protection schemes at competitive rates. Use our Take Home Pay Calculator to understand how half pay or SSP would affect your monthly finances, and plan accordingly.