When an employee falls ill and is unable to work, statutory sick pay (SSP) is in place to provide them with financial support. However, there may be confusion about when exactly SSP kicks in and how it is calculated. In this article, we will delve into the details of when statutory sick pay starts and how it works.
Statutory sick pay is paid by employers to employees who are unable to work due to illness, and it is a legal requirement in the United Kingdom. It is designed to help employees cope with loss of income during periods of sickness. SSP is paid for up to 28 weeks and is currently set at £96.35 per week.
So, when does statutory sick pay start for an employee? In order to be eligible for SSP, an employee must meet certain criteria. Firstly, the employee must be off work due to illness for at least four consecutive days, including non-working days. These four days are known as ‘qualifying days’. The first three qualifying days are referred to as ‘waiting days’, and employees are not entitled to SSP for these days. SSP will start from the fourth qualifying day onwards.
It is essential for employees to inform their employer of their illness as soon as possible to ensure that they receive SSP. Employers may require employees to provide a doctor’s note or a self-certification form to verify their illness and absence from work. Once the employee has provided the necessary documentation, the employer can start paying SSP.
Employers are required to pay SSP to eligible employees for up to 28 weeks. The amount of SSP paid is £96.35 per week for the current tax year, which is subject to change annually. SSP is usually paid in the same way as an employee’s normal wages, typically on the usual payday.
Employers are also responsible for keeping records of statutory sick pay payments, including dates of sickness, amount paid, and duration of absence. This information must be reported to HM Revenue and Customs (HMRC) on the employer’s Real Time Information (RTI) submissions.
In certain cases, employees may not be eligible for SSP, such as if they have already received their maximum entitlement of 28 weeks in the same period of incapacity for work. Employees who are self-employed, agency workers, or on zero-hours contracts may not be entitled to SSP. Additionally, employees who are receiving statutory maternity pay or statutory adoption pay are not eligible for SSP.
It is crucial for both employers and employees to understand the rules surrounding statutory sick pay to ensure compliance with the law. Employers must be aware of their responsibilities to pay SSP to eligible employees, while employees should understand their entitlements and how to claim SSP.
If an employee disagrees with their employer’s decision regarding SSP, they can seek advice from trade unions, the Advisory, Conciliation and Arbitration Service (ACAS), or a legal advisor. Employees also have the right to appeal against their employer’s decision through the company’s internal grievance procedure.
In conclusion, statutory sick pay is a valuable benefit that provides financial support to employees who are unable to work due to illness. Understanding when statutory sick pay starts and how it is calculated is essential for both employers and employees. By following the eligibility criteria and guidelines set out by the government, both parties can ensure that SSP is paid correctly and fairly. If you have any questions or concerns about statutory sick pay, seek advice from a legal professional or relevant authority for guidance.