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View full libraryThis End of Statutory Sick Pay (SSP) Entitlement Confirmation Letter provides employees with clear written confirmation that their entitlement to Statutory Sick Pay is ending. It explains the date SSP will stop, what this means for their pay and sickness absence, and the next steps for ongoing support and absence management.
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-entitlement-confirmation-letter-template.jpg "End of Statutory Sick Pay (SSP) entitlement confirmation letter template")
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[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Confirmation of the end of Statutory Sick Pay entitlement
I am writing to confirm that your entitlement to Statutory Sick Pay (SSP) is due to end on [SSP End Date].
Our records show that you have been absent from work due to sickness since [First Day of Sickness]. Having reviewed your SSP entitlement, we have calculated that your final qualifying day for SSP is [Final SSP Qualifying Day].
SSP will therefore no longer be payable from [Date SSP Stops].
What this means
The end of your SSP entitlement does not, by itself, mean that your employment with [Company Name] is ending. If you remain unfit for work, your sickness absence will continue to be managed
You've seen 20% of how the End of Statutory Sick Pay (SSP) entitlement confirmation letter template is structured. Get the complete editable template instantly and customise it for your organisation.
-entitlement-confirmation-letter-template-preview.jpg "End of Statutory Sick Pay (SSP) entitlement confirmation letter template preview")
This letter provides a clear and supportive way to confirm that an employee's entitlement to Statutory Sick Pay is coming to an end. Reaching the end of SSP does not, by itself, mean that employment ends or that the employee is expected to return to work. The employee may remain absent due to sickness and the organisation should continue to manage the absence appropriately.
The letter records the date on which SSP entitlement ends and explains the reason for the end of entitlement. This is particularly useful where an employee has reached the maximum period of SSP entitlement following a long-term sickness absence.
Employees can be uncertain about what happens when SSP stops. The letter explains that SSP will no longer be paid after the stated date, while making clear that the employment relationship and sickness absence arrangements may continue.
Where SSP is ending while the employee remains absent, the employer must provide the appropriate SSP1 documentation within the required timescale. The letter can confirm that SSP1 has been provided or explain when it will be provided, helping the employee understand what information they may need when considering other financial support.
Ending SSP does not remove the need to manage the underlying absence. The organisation can continue appropriate contact with the employee, consider medical or occupational health information, discuss reasonable adjustments and plan for a potential return to work.
A written confirmation helps prevent misunderstandings about pay, employment status and the next stage of absence management. It also provides a useful HR record of when SSP entitlement ended and what information was communicated to the employee.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the End of Statutory Sick Pay (SSP) entitlement confirmation letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
A practical Sick Pay Policy covering company sick pay, Statutory Sick Pay, eligibility, reporting absence, evidence, payment, long-term sickness and return to work arrangements.
Use these best practice actions, recommended timescales and process stages to understand when and how the End of Statutory Sick Pay (SSP) entitlement confirmation letter should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
For an eligible employee, SSP can normally be paid for up to 28 weeks. The precise end date should be checked against the employee's SSP record, including any linked periods of sickness.
No. The end of SSP does not automatically end employment. An employee may remain absent without SSP while the employer continues to manage the sickness absence and considers appropriate support and return-to-work arrangements.
Yes, where SSP is ending while the employee remains sick, the employer must provide SSP1 within the applicable statutory timescale. The employee can use the information to support a claim for relevant benefits where eligible.
Yes. The end of SSP does not remove the need for appropriate contact and absence management. The frequency and method of contact should be reasonable and appropriate to the employee's circumstances.
The end of SSP does not itself provide a reason to dismiss an employee. If an employee may be unable to return to work, the employer should follow an appropriate capability and absence management process, considering medical evidence, reasonable adjustments, alternatives and the employee's representations before reaching any decision.
HRDocBox provides structured, practical HR documents designed for UK workplaces, with the key sections, process considerations and compliance points already built in. AI can help generate wording, but it may not consistently identify the procedural steps, statutory timescales and practical HR considerations that need to be reflected in a complete document.
How this content is developed and reviewed
The End of Statutory Sick Pay (SSP) entitlement confirmation letter template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing pay and benefits HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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