Statutory Sick Pay (SSP) is a government-mandated benefit that provides financial support to employees who are unable to work due to illness or injury It is the responsibility of employers to pay SSP to qualifying employees, and it is a legal requirement for them to do so But when exactly does SSP start, and how is it calculated?
In order to be eligible for SSP, an employee must have been off work due to illness for at least four consecutive days (including weekends and bank holidays) The first three days when an employee is off sick are known as ‘waiting days’, and SSP is not payable for these days SSP will start on the fourth day of absence and will continue for up to 28 weeks If an employee has more than one period of sickness within a period of eight weeks, SSP will be payable for each separate period of sickness, provided they meet the eligibility criteria.
The current rate of SSP is £96.35 per week, and it is paid by the employer for a maximum of 28 weeks This amount is subject to change annually, so it is important to check the latest rates on the government’s website Employers are required to pay SSP to their employees in the same way as their regular wages, deducting tax and National Insurance contributions where applicable It is also worth noting that SSP is not considered taxable income, so employees will not be taxed on these payments.
Employers have the right to request evidence of sickness from employees, such as a doctor’s note, if they are off work for more than seven consecutive days (including non-working days) This is known as a ‘fit note’ and should be provided by the employee’s doctor when does statutory sick pay start. The fit note will indicate whether the employee is ‘not fit for work’ or ‘may be fit for work’ If the fit note states that the employee ‘may be fit for work’, the employer should work with the employee to consider any adjustments that could be made to help them return to work.
Some employers may offer their own sick pay schemes that are more generous than SSP, so it is important for employees to check the terms of their employment contract to see if they are entitled to additional sick pay In cases where an employee is receiving contractual sick pay, this will usually start from the first day of sickness absence, rather than waiting for the fourth day as with SSP.
It is also worth noting that SSP does not apply to certain categories of employees, such as those who are self-employed or who earn less than the Lower Earnings Limit (LEL) set by the government Self-employed individuals are not eligible for SSP as they do not pay National Insurance contributions through Pay As You Earn (PAYE) like employees do However, self-employed individuals may be able to claim other benefits, such as Employment and Support Allowance (ESA), if they are unable to work due to illness or disability.
In conclusion, Statutory Sick Pay is a vital form of financial support for employees who are unable to work due to illness or injury It is important for both employers and employees to understand when SSP starts, how it is calculated, and what evidence may be required to support a claim By following the rules and regulations set out by the government, employers can ensure that they are fulfilling their legal obligations and providing the necessary support to their employees during times of sickness.
Overall, the process of when SSP starts is crucial to both employees and employers alike, and having a clear understanding of the rules and regulations can help ensure a smooth and transparent process for all parties involved