Statutory Sick Pay (SSP) is a benefit provided by the government to support employees who are unable to work due to illness or injury It is paid by employers and is intended to help alleviate the financial burden on workers who are unable to work for a period of time However, many employees are unsure about when SSP actually starts and how it is calculated In this article, we will delve into the details of when SSP starts and provide a comprehensive guide on how this benefit works.
When does Statutory Sick Pay start?
SSP kicks in when an employee has been off work due to illness or injury for at least 4 consecutive days, including non-working days such as weekends and bank holidays This is known as the “waiting period” or “qualifying period.” During this waiting period, the employee is not entitled to any SSP The 4-day rule is essential to keep in mind when determining when SSP starts.
It is important to note that the first three days of sickness absence are called “waiting days” and are unpaid SSP starts from the fourth day of absence onwards, provided that the employee is still sick and unable to work This means that if an employee is off work for only 3 days, they will not be eligible for SSP.
How is SSP calculated?
SSP is paid at a rate of £96.35 per week for up to 28 weeks The amount is paid by the employer, usually on the employee’s usual payday To be eligible for SSP, the employee must earn at least £120 per week before tax The amount of SSP is pro-rated based on the employee’s normal working hours if they work part-time.
SSP is calculated for each qualifying day of absence, which is a day the employee would normally work For example, if an employee works Monday to Friday and is off sick from work for the full week, they would receive 5 days of SSP when does statutory sick pay start. If they were only off work for 3 days (Monday, Tuesday, Wednesday), they would only receive SSP for those 3 days.
Employers are required to keep records of SSP payments made to employees, as well as the dates and reasons for sickness absence This is to ensure that SSP is paid correctly and to prevent any potential disputes or discrepancies.
What if an employee is on sick leave for more than 28 weeks?
If an employee is unable to return to work after 28 weeks of sickness absence, they may be eligible for other benefits such as Employment and Support Allowance (ESA) This is a benefit provided by the government for individuals who are unable to work due to illness or disability Employees should seek advice from their employer or a benefits advisor to explore their options if their sick leave extends beyond 28 weeks.
Can an employee claim SSP for multiple periods of sickness absence?
SSP can be paid for multiple periods of sickness absence, as long as each period is at least 4 consecutive days The waiting period does not need to be continuous, meaning that an employee can qualify for SSP again if they have a new sickness absence after returning to work for a period of time.
What are the statutory rights of employees regarding sick pay?
Employees have the right to claim SSP if they meet the eligibility criteria, regardless of their length of service with the employer Employers are legally required to pay SSP to eligible employees and must keep accurate records of sickness absence and payments made for a minimum of 3 years.
Employees also have the right to appeal if they believe they have been unfairly denied SSP or if they disagree with the amount of SSP paid It is important for employees to understand their rights and to seek advice or assistance if they encounter any issues related to SSP.
In conclusion, Statutory Sick Pay (SSP) starts after 4 consecutive days of sickness absence, with the first 3 days being unpaid SSP is paid at a rate of £96.35 per week for up to 28 weeks, provided the employee meets the eligibility criteria Employers are responsible for paying SSP and keeping accurate records of sickness absence and payments made Employees have the right to claim SSP and to appeal if they believe their entitlement has been unfairly denied Understanding when SSP starts and how it is calculated is crucial for both employers and employees to ensure compliance with statutory regulations and to provide support to employees during periods of illness.