Do Apprentices Get Sick Pay? What Employers Need to Know

When a recruited apprentice calls in sick, it can leave employers uncertain about their obligations. Does an apprentice get sick pay? Do the same rules apply as for other employees? And what happens to their training while they are off?

The answers are straightforward once you know where to look, but they have become more important than ever to understand following significant changes to Statutory Sick Pay (SSP) that came into effect on 6 April 2026.

This guide explains apprentice sick pay in plain terms, covers what changed this year, and sets out the practical steps employers should take to stay compliant.

Are apprentices entitled to sick pay?

Yes. Apprentices are employees, which means apprentice sick pay follows the same rules as sick pay for any other member of your workforce. An apprenticeship agreement is a contract of employment, and apprentices carry full employment rights from day one.

The question of whether apprentices are entitled to sick pay is one of the most misunderstood areas of apprentice employment. Some employers assume that because an apprentice is also a learner, different rules apply. They do not. An apprenticeship agreement is a contract of employment, and apprentices carry full employment rights from day one.

That includes the right to Statutory Sick Pay (SSP) if they meet the qualifying criteria, which we cover below.

What is Statutory Sick Pay and how much is it?

Statutory Sick Pay is the minimum amount you are legally required to pay an employee who is off work due to illness.

From 6 April 2026, the rules around apprentice statutory sick pay changed significantly under the Employment Rights Act 2025. Two major reforms came into force:

1. The three-day waiting period has been abolished. Previously, SSP was only payable from the fourth day of sickness absence. From 6 April 2026, SSP is a day-one entitlement, meaning your apprentice can receive it from the first full day they are off sick.
2. The Lower Earnings Limit has been removed. Previously, employees needed to earn at least £125 per week to qualify for SSP. That threshold no longer exists. All eligible employees now qualify for SSP regardless of how much they earn.

This is particularly significant for apprentices, many of whom earn at or near the National Minimum Wage for apprentices. Under the old rules, some lower-earning apprentices may not have qualified for SSP. Under the new rules, they do.

The current SSP rate for 2026/27 is £123.25 per week, or 80% of the employee's average weekly earnings, whichever is lower. For apprentices earning below the flat weekly rate, SSP will be calculated as 80% of their average weekly earnings rather than the full £123.25. SSP can be paid for up to 28 weeks of sickness absence.

Does an apprentice get sick pay if they only just started?

Yes. Under the rules introduced on 6 April 2026, SSP applies from the first day of employment with no minimum service requirement. A newly started apprentice who falls ill in their first week is entitled to SSP from day one of their absence.

What happens to off-the-job training during sickness absence?

When an apprentice is off sick, this training does not need to continue and you should not put pressure on them to complete activities while unwell.

Short absences will typically have no lasting impact on the apprenticeship timeline. If sickness extends beyond four consecutive weeks, you must notify your training provider so the programme can be formally placed on a break in learning. Government funding is paused, and the planned end date is extended by the length of the absence. The qualification is not lost and progress already made is not undone. Inform your training provider early so they can manage the process and update the apprenticeship service record.

Managing short-term and long-term sickness absence

Short-term absence

For short absences, the process is the same as for any other employee. The apprentice notifies you, you pay SSP from day one, and the training provider is kept in the loop if the absence extends. Keep accurate records of all absence including dates, reasons, and any fit notes provided. Our guide to apprentice holiday entitlement covers other areas of leave that continue to accrue during absence.

Long-term absence

If an apprentice is absent for more than four consecutive weeks, additional steps are needed.

Contact your training provider to formally pause the programme. The ESFA requires this to be reported and government funding is suspended during the break. Maintain regular, reasonable contact with your apprentice during their absence, in line with your usual absence management process.

Where absence is related to a health condition, consider whether the Equality Act 2010 applies and whether reasonable adjustments are needed, such as a phased return or adjusted training hours. If an apprentice is unable to return at all, take legal advice before ending the employment. Dismissal following long-term sickness is a high-risk area.

Absence policies and record-keeping

Every employer should have a written sickness absence policy, and it should apply equally to apprentices.

Your policy should cover how and when employees should report sickness, what evidence is required, how SSP is administered, and how return-to-work conversations are managed.

Since 6 April 2026, any reference to waiting days or the Lower Earnings Limit must be removed. The Fair Work Agency, which launched in 2026, now has enforcement powers over SSP compliance. For apprentices specifically, your policy should also cover what happens to training during absence and who is responsible for notifying the training provider.

Enhanced sick pay

If your business offers enhanced sick pay to other employees, the same terms must apply to your apprentices. A lower rate for apprentices would constitute less favourable treatment. Review your sick pay policy to make sure it applies consistently across your whole workforce. For a wider view of employer obligations for apprentices, including National Insurance, our dedicated guide covers the key areas.

How Total People supports employers

At Total People, we work closely with employers throughout the apprenticeship journey. If one of your apprentices is off sick and you are unsure what steps to take, our team can help you with notifying us, pausing the programme, and managing the return to learning.

We want apprenticeships to be straightforward and accessible for businesses of all sizes, and that means being a practical partner when situations like sickness absence arise. Get in touch with our team and speak to one of our advisors.