Assumptions and pay data
- Sick pay for this role is set by your own terms, so this page does not calculate a figure.
- Statutory Sick Pay (SSP) is the legal minimum. It is usually paid as part of (not on top of) any occupational sick pay.
- Always check your contract or policy, including fit-note requirements.
Sick Pay Entitlement Calculator
England (primary coverage)Confirm with your employerFramework from 1/4/2026
Guide only
Sick pay for judges follows your terms of appointment
Judges hold office rather than being employees, so the Civil Service sick pay scale that court staff follow does not apply. Salaried judges get sick leave and sick pay under their judicial terms and conditions of appointment, but no full pay and half pay scale is published that we could show here, and the Ministry of Justice consulted on new judicial terms in 2026. Check your terms of appointment or ask judicial HR. Fee-paid judges should check the terms for their own office.
Scope: England (primary coverage) · Confirm with your employer
Frequently asked questions
Why is sick pay guide-only for District Judge?
Judges hold office rather than being employees, so the Civil Service full pay and half pay scale that court staff follow does not apply. Salaried judges get sick leave and sick pay under their judicial terms and conditions of appointment, but no scale is published that we could model.
Where do I confirm sick pay?
Your terms and conditions of appointment and judicial HR. Fee-paid judges should check the terms for their own office.
About this role
What is a District Judge?
A District Judge hears cases in the county court or magistrates’ court. They are legally qualified. Pay is one salary for their judicial salary group (group 7).
Typical demands, progression and balance
District judge roles offer variety and impact. Pay and satisfaction depend on court and workload. Progression to circuit judge is possible.
What sick pay am I entitled to?
This page does not calculate a sick pay figure. Sick pay for this role is set by your own terms, so check your contract or policy, or ask HR.
Disclaimer
Illustrative estimates, not legal or HR advice. Your contract and your employer's policy decide your actual entitlement.