Statutory Sick Pay (SSP) is an important support measure provided to employees who are unable to work due to illness It is a payment made by employers to employees who are off sick for four or more consecutive days, including weekends and holidays But when exactly does statutory sick pay start kicking in?
In the UK, statutory sick pay starts on the fourth consecutive day of sickness absence This means that the employee must be off work for at least four days in a row to be eligible for SSP The first three days of sickness absence are known as ‘waiting days’, during which the employee is not entitled to SSP.
It is important to note that the four-day rule includes weekends and bank holidays So, if an employee falls ill on a Friday and is still unable to work by the following Thursday, they would be entitled to SSP for the period of absence.
There are some exceptions to the four-day rule when SSP can start sooner For instance, if an employee is off work for a period of more than four days, returns to work for less than eight weeks, and then goes off sick again with the same or a related illness, SSP can start from the first day of the new sickness absence.
In addition, SSP can also start from the first day of sickness if the employee has been in hospital for at least 24 hours in a row during the period of sickness absence.
Employers have the responsibility to pay SSP to eligible employees who meet the criteria The current rate of SSP is £95.85 per week for up to 28 weeks It is paid by the employer in the same way as normal wages, usually monthly or weekly.
To qualify for SSP, employees must earn at least £120 per week, be classified as an employee, provide proof of sickness absence when requested, and have been off work for at least four days in a row when does statutory sick pay start. Self-employed individuals, freelancers, and contractors are not eligible for SSP.
Employees must inform their employer of their sickness absence and provide a sick note or fit note from a doctor if the absence lasts longer than seven days Employers have the right to request proof of sickness absence from the first day of absence if they have a policy in place regarding this.
It is important for both employees and employers to understand the rules around SSP to ensure compliance with the law and to avoid any potential disputes Employers should have clear policies and procedures in place for managing sickness absence and paying SSP to eligible employees.
In some cases, employees may be eligible for sick pay from both their employer and the government This is known as ‘contractual sick pay’ and is provided on top of SSP Employers have the discretion to offer contractual sick pay as part of their employment contracts or company policies.
Employers should clearly communicate the terms and conditions of sick pay entitlement to employees to avoid any confusion or misunderstandings Similarly, employees should be aware of their rights and entitlements when it comes to SSP and contractual sick pay.
Overall, statutory sick pay starts on the fourth consecutive day of sickness absence, including weekends and bank holidays Employers have the responsibility to pay SSP to eligible employees who meet the criteria, while employees must provide proof of sickness absence and comply with the rules around SSP.
Understanding the rules and regulations around SSP is crucial for both employers and employees to ensure that sickness absence is managed effectively and fairly By following the guidelines set out by the government, employers can support their employees during times of illness and ensure compliance with the law.