statutory sick pay (SSP) is a payment that employees in the UK can receive if they are too sick to work. It is a legal requirement for employers to pay SSP to their employees when they meet the criteria for it. In this article, we will delve into all the important aspects of SSP, including who is eligible, how it is calculated, and how you can claim it.
Who is Eligible for statutory sick pay?
To be eligible for SSP, an employee must meet the following criteria:
– They must be classed as an employee and have done work under their contract
– They must have been ill for at least 4 consecutive days (including non-working days)
– They must earn at least £120 per week
– They must give their employer the correct notice
Typically, employees who are on sick leave long term (more than 28 weeks) will move on to other forms of sick pay such as Employment and Support Allowance (ESA).
How is statutory sick pay Calculated?
The current rate of SSP is £95.85 per week and this is paid by employers for up to 28 weeks. SSP is paid for the days that an employee would normally have worked. It is important to note that SSP is not paid for the first three days of sickness (known as waiting days). It starts on the fourth day of absence from work.
SSP is usually paid in the same way as an employee’s normal wages, for example, monthly or weekly. Employers can choose to pay more than the minimum amount if they have a company sick pay scheme in place.
Employees can calculate their entitlement to SSP using the SSP calculator available on the government’s website. This tool takes into account the employee’s average earnings in relevant periods to determine the amount of SSP they are entitled to receive.
How to Claim Statutory Sick Pay?
To claim SSP, an employee must inform their employer of their illness and be off work for at least 4 consecutive days (including non-working days). The employee should inform their employer as soon as possible, preferably on the first day of sickness.
Employers may require employees to provide proof of sickness, such as a doctor’s note or a fit note (formerly known as a sick note) after a certain number of days off sick. This may vary depending on the employer’s policies.
If an employee meets the eligibility criteria and follows the correct procedure for claiming SSP, their employer is required by law to pay SSP. Failure to do so can result in penalties for the employer.
Statutory Sick Pay and COVID-19
During the COVID-19 pandemic, the government introduced measures to support employees who were unable to work due to the virus. Employees who were required to self-isolate or shield due to COVID-19 were entitled to SSP from the first day of sickness, rather than the fourth day as usual. This measure was put in place to ensure that employees were not financially disadvantaged by following public health guidance.
Employers were also able to reclaim up to 2 weeks of SSP per employee if they had fewer than 250 employees. This was done through the Coronavirus Statutory Sick Pay Rebate Scheme, which aimed to alleviate the financial burden on employers during the pandemic.
In conclusion, Statutory Sick Pay is a vital form of support for employees who are unable to work due to illness. By understanding who is eligible, how SSP is calculated, and how to claim it, employees can ensure they receive the financial assistance they need during times of sickness. Employers also play a crucial role in providing SSP to their employees and must adhere to the legal requirements surrounding SSP payments.