Statutory Sick Pay (SSP) is a benefit paid by employers to employees who are unable to work due to illness or injury. It is designed to provide financial support to employees during periods of sickness when they are unable to work. However, there are certain rules and guidelines that determine when SSP starts and how it is calculated.
when does statutory sick pay start? The answer to this question depends on several factors, including the duration of the sickness, the individual’s employment status, and the employer’s policies and procedures. In general, SSP starts on the fourth consecutive day of sickness absence. This means that the first three days of sickness are known as “waiting days” and are not eligible for SSP.
In some cases, employers may offer sick pay benefits that are more generous than SSP, such as paying from the first day of sickness absence. However, SSP is a legal requirement for all eligible employees, and employers are required to pay it at the statutory rate.
To be eligible for SSP, an employee must meet certain criteria. They must be classified as an employee rather than a worker or self-employed individual. They must also have been off work due to illness for at least four days in a row, including weekends and bank holidays. Additionally, they must earn at least £120 per week on average to qualify for SSP.
Employees must inform their employer of their sickness absence within the first seven days of being off work to be eligible for SSP. If the sickness persists for longer than seven days, they may be required to provide a fit note from their doctor to verify the illness and continue receiving SSP.
The rate of SSP is set by the government and is subject to change annually. As of 2021, the statutory rate of SSP is £96.35 per week, and it is paid by the employer for up to 28 weeks. Employers are responsible for deducting tax and National Insurance contributions from SSP payments before issuing them to employees.
Employers may have their own sick pay policies that supplement SSP or provide additional benefits to employees. It is important for employees to familiarize themselves with their company’s sick pay policy and any entitlements they may have beyond SSP.
In some cases, employees may be eligible for SSP while on furlough under the Coronavirus Job Retention Scheme. However, the rules surrounding SSP during furlough can be complex, and it is advisable to seek guidance from a legal or HR professional to ensure compliance with the regulations.
SSP can be paid for a maximum of 28 weeks, after which employees may be eligible for other benefits such as Employment and Support Allowance (ESA) or Personal Independence Payment (PIP) if their illness or injury prevents them from returning to work.
Employees who are not eligible for SSP, such as those who are self-employed or earning below the minimum threshold, may be able to claim other benefits such as Universal Credit or Disability Living Allowance to support them during periods of illness.
In conclusion, statutory sick pay starts on the fourth consecutive day of sickness absence for eligible employees earning at least £120 per week. Employers are required to pay SSP at the statutory rate, which is subject to change annually. Employees must meet certain criteria to qualify for SSP and may be required to provide medical documentation to verify their illness. It is important for employees to be aware of their entitlements and seek guidance from HR professionals or legal experts if necessary.