Statutory sick pay (SSP) is a mandatory payment that employers are required to provide to employees who are unable to work due to illness It is designed to provide financial support to employees during periods of sickness when they are unable to work However, many employees are unsure of when SSP actually starts and how it is calculated In this article, we will explore when SSP starts and what employees need to know about it.
SSP starts on the fourth day of sickness absence This means that if an employee is off work due to illness for four or more consecutive days, including weekends and bank holidays, they will be entitled to SSP The first three days of sickness absence are known as waiting days, and during this period, employees are not entitled to SSP However, some employers may have their own sick pay policy that provides payment for these waiting days.
It is important to note that SSP cannot be backdated, so if an employee is off work due to illness for less than four days, they will not be eligible to receive SSP for that period This is why it is crucial for employees to notify their employer as soon as possible if they need to take time off work due to sickness.
In order to qualify for SSP, employees must earn at least £120 per week SSP is paid at a rate of £96.35 per week for up to 28 weeks, and it is usually paid by the employer as part of the employee’s normal payroll process Employers are required to keep records of SSP payments made to employees, as they may be asked to provide evidence of these payments by HM Revenue and Customs.
Employees who are on a fixed-term or temporary contract are also entitled to SSP if they meet the eligibility criteria when does statutory sick pay start. However, self-employed individuals, agency workers, and contractors are not entitled to SSP Instead, they may be eligible for other forms of financial support, such as Universal Credit or Employment and Support Allowance.
It is important for employees to be aware of their rights and entitlements when it comes to SSP If an employer refuses to pay SSP or fails to pay the correct amount, employees can raise a grievance with their employer or seek advice from a trade union or employment rights organization In some cases, employees may be able to take legal action against their employer to recover unpaid SSP.
Employees should also be aware of their rights to return to work after a period of sickness absence Employers are required to hold a return-to-work interview with employees who have been off work due to illness for more than seven days This interview is an opportunity for the employer to discuss the reasons for the employee’s absence, any adjustments that may be needed to support their return to work, and any ongoing support or rehabilitation that may be required.
In conclusion, statutory sick pay starts on the fourth day of sickness absence and is paid at a rate of £96.35 per week for up to 28 weeks Employees must earn at least £120 per week to qualify for SSP, and they must notify their employer as soon as possible if they need to take time off work due to sickness It is important for employees to be aware of their rights and entitlements when it comes to SSP, and to seek advice and support if they believe their employer is not fulfilling their obligations