Statutory Sick Pay (SSP) is a government-mandated payment that employers are required to provide to employees who are unable to work due to illness or injury However, many employees are often confused about when SSP actually begins and how it is calculated In this article, we will clarify when SSP starts and how it works.
SSP starts from the fourth consecutive day that an employee is unable to work due to illness or injury This means that the first three days of absence, known as ‘waiting days’, are not eligible for SSP The fourth day is the ‘qualifying day’, and SSP will be paid from this day onwards, provided that the employee meets the eligibility criteria.
To be eligible for SSP, an employee must have been off work due to illness or injury for at least four consecutive days, including any non-working days (such as weekends or holidays) They must also earn at least £120 per week, be employed under a contract of employment, and not be receiving any of the following benefits: Statutory Maternity Pay, Maternity Allowance, Statutory Adoption Pay, Statutory Paternity Pay, Shared Parental Pay, or Statutory Parental Bereavement Pay.
Once an employee meets the eligibility criteria, SSP is paid at a flat rate of £96.35 per week for up to 28 weeks The payment is made by the employer in the same way as regular wages, usually monthly or weekly, and is subject to Income Tax and National Insurance contributions.
It is important to note that employers may have their own sick pay scheme in place, which may be more generous than SSP In this case, the employer’s sick pay scheme will apply instead of SSP However, SSP is a legal requirement that must be provided to all eligible employees, regardless of whether the employer has their own scheme in place.
Employees should notify their employer as soon as possible if they are unable to work due to illness or injury when does statutory sick pay start. They may be required to provide a ‘fit note’ from a doctor if the absence lasts longer than seven days The fit note will detail the employee’s condition and when they are expected to be able to return to work Employers may also request regular updates on the employee’s condition and expected return date.
If an employee is unable to work due to illness or injury for more than 28 weeks, they may be eligible to claim Employment and Support Allowance (ESA) from the government ESA provides financial support to individuals who are unable to work due to a long-term illness or disability.
In conclusion, statutory sick pay starts from the fourth consecutive day that an employee is unable to work due to illness or injury The first three days of absence are not eligible for SSP, and the payment is made from the fourth day onwards, provided that the employee meets the eligibility criteria SSP is paid at a flat rate of £96.35 per week for up to 28 weeks and is subject to Income Tax and National Insurance contributions It is important for employees to notify their employer as soon as possible if they are unable to work due to illness or injury and to provide any necessary documentation, such as a fit note from a doctor Employers must ensure that they provide SSP to all eligible employees and comply with the legal requirements set out by the government.