Is sick pay provided for weekends: rules for calculation and payment of benefits

The issue of sick pay in today's work conditions remains one of the most relevant for employees and employers. This is especially true for periods of temporary incapacity, when it becomes necessary to correctly determine the procedure for calculating benefits, including weekends. 

In 2026, the social insurance system in Ukraine continues to operate on the principle of compensation for loss of income due to illness, and sick pay is calculated according to calendar days, not just working hours. Therefore, the question of whether weekends are paid during sick leave requires clear clarification, as it affects the total amount of payments to the employee.

Is sick pay provided for weekends

A sick leave certificate is issued for the entire period of temporary incapacity without division into working and weekend days. This means that if an employee is ill, for example, from Monday to Sunday, all days, including Saturday and Sunday, are taken into account when determining the duration of the sick leave. Accordingly, weekends are paid on a general basis.

This rule applies regardless of the employee's work schedule. Even if a person works a five-day work week, weekends are still included in the sick leave period. Thus, sick pay for temporary incapacity is accrued for all calendar days confirmed by medical documents.

How is sick pay calculated: main rules for accrual

Sick pay is calculated based on the average daily wage of the employee. For this, income for a specified calculation period, which usually constitutes 12 months preceding the occurrence of the insured event, is taken into account. The obtained sum is divided by the number of calendar days in this period, after which the average daily wage is determined.

The amount of payment also depends on the employee's insurance experience. The greater the experience, the higher the percentage of average earnings is compensated. For example, with significant experience, the employee may receive the full amount of the average salary, while with less experience, the payment is only a certain part.

The accrued sum is multiplied by the number of calendar days of incapacity, which forms the total amount of sick pay.

Do weekends count towards sick leave

Weekends are included in the sick leave period without any exceptions. This is due to the fact that temporary incapacity is determined by medical indicators, not by the work schedule. If a doctor establishes that an employee cannot perform their duties for a certain period, this period encompasses all calendar days consecutively.

Thus, even if the employee would not have worked on weekends under normal conditions, they are still taken into account when calculating sick pay. This ensures a more complete compensation for the loss of income during illness.

How is sick pay calculated for calendar days

The calculation of sick pay is based specifically on calendar days, which is a key principle of the social insurance system. To determine the payment amount, the formula is used: average daily wage multiplied by the number of calendar days of incapacity and the respective percentage depending on the insurance experience.

The number of calendar days includes all days indicated in the sick leave certificate, including holidays and weekends. This means that the employee receives pay for the entire period of illness without interruption.

It is important that all data is correctly reflected in accounting records, as errors in calculations can lead to underpayment or overpayment. Therefore, employers pay special attention to the accuracy of determining the calculation period and average wage.

Who pays sick pay to the employee

Sick pay is made in two stages. The first days of temporary incapacity are usually paid by the employer. After that, financing is carried out by the social insurance system.

The employer is obliged to timely process all necessary documents and submit the relevant data for obtaining financing. The employee, in turn, must provide a sick leave certificate or an electronic document confirming the incapacity.

This distribution of responsibilities allows for the stability of payments and guarantees the employee receives compensation even in the case of prolonged illness.

Features of sick pay during martial law

In conditions of martial law, the procedure for sick pay retains general principles, but may have certain features. In particular, terms of financing or procedures for submitting documents may change, due to limitations in the operations of institutions and enterprises.

Despite the difficult circumstances, the right of employees to sick pay remains. Weekends, as before, are included in the period of incapacity and are paid on general grounds.

In such conditions, it is important for employers to ensure proper documentation and timely submission of information to avoid delays in payments. This helps support employees during illness and ensures adherence to their social guarantees.

Example of calculating sick pay considering weekends

For a better understanding of the mechanism of sick pay accrual, let's consider a hypothetical example. Suppose an employee fell ill and received a sick leave certificate from the 1st to the 10th inclusive. This period includes both working and weekend days. The total number of calendar days of sick leave is 10.

The average daily wage of the employee, calculated over the previous 12 months, amounts to, for example, 600 hryvnias. The insurance experience allows for receiving 100% of the average wage. In this case, the total amount of sick pay is determined by multiplying 600 hryvnias by 10 calendar days. Thus, the employee will receive 6000 hryvnias for the entire period of incapacity.

If, however, the insurance experience is less and allows, for example, 70% compensation, then the calculation changes. The average daily amount is multiplied by the coefficient of 0.7 and only then by the number of days. In this case, the payment will be 600 × 0.7 × 10 = 4200 hryvnias.

It is important to emphasize that these 10 days include weekends, which are paid on general grounds. That is, regardless of whether part of the sick leave falls on Saturday or Sunday, they are included in the total period and affect the final sum of payments.

Another example: an employee was on sick leave from Thursday to Tuesday of the following week. In this period, there are two weekends - Saturday and Sunday. If the total number of days is 6, then payment will be made for 6 calendar days, not just working days.

Such an approach ensures fair compensation for lost income since illness does not depend on the work schedule. Therefore, the system for calculating sick pay is designed to take into account all calendar days confirmed by medical documents.

When can sick pay not be provided

There are instances when a sick leave certificate may not be eligible for payment or the payment may be limited. One reason is violation of the established procedure for document processing. If the employee did not provide a properly completed sick leave certificate or made errors when submitting it, this may lead to a refusal of payment.

Also, sick pay may not be provided if temporary incapacity occurred as a result of actions by the employee that violate the law or labor discipline. For example, if the injury was acquired while under the influence of alcohol or drugs, the employer has grounds to refuse payment of benefits.

A separate case is the period of unpaid leave. If an employee is on such leave and gets sick, sick pay for that period is usually not provided. This is because, during this time, the employee does not receive a salary anyway, therefore, compensation for the loss of income is not accrued.

Payments are also not made for periods when the employee was under arrest or underwent forced treatment by a court order. In such cases, there is no connection between the fulfillment of labor obligations and the state of incapacity.

Another basis for refusal may be violation of the treatment regime. If the employee does not comply with the doctor's recommendations or independently returns to work without closing the sick leave, this can impact the decision regarding payment.

It is important to consider that each case is examined individually, and the decision to pay or refuse payment is made taking into account all circumstances. Therefore, employees should pay close attention to document processing and comply with established rules to avoid losing the right to receive sick pay.