Statutory Sick Pay (SSP) is a form of financial support provided to employees who are unable to work due to illness It is paid by employers and is aimed at helping individuals cope with the financial implications of being off work sick However, many employees are unsure about when SSP kicks in and how it is calculated In this article, we will explore when statutory sick pay starts and provide some insights into the process.
SSP eligibility
Before delving into when SSP starts, it is crucial to understand who is eligible to receive it To qualify for SSP, an employee must meet the following criteria:
1 They must be classed as an employee and have done some work for their employer.
2 They must earn at least £120 per week.
3 They must have been off work sick for at least four consecutive days, including non-working days.
4 They must inform their employer of their sickness absence within their company’s prescribed timeframe.
If an employee meets all of the above criteria, they should be entitled to receive SSP from their employer.
When does SSP start?
SSP kicks in on the fourth day of sickness absence This means that employees will not receive SSP for the first three days that they are off work sick, also known as “waiting days.” These waiting days are not paid by the employer, and the first payment of SSP will typically be made on the fourth day of absence.
It is essential to note that SSP is only paid for a maximum of 28 weeks After this period, employees may be eligible to apply for other forms of financial support, such as Employment and Support Allowance (ESA).
Calculating SSP
The amount of SSP an employee is entitled to receive is calculated based on their average weekly earnings Employers are required to pay £96.35 per week in SSP for up to 28 weeks when does statutory sick pay start. However, some companies may offer more generous sick pay schemes, so it is crucial to check your employment contract and company policy to understand what you are entitled to.
Employers are responsible for calculating and paying SSP to eligible employees If you believe you are entitled to SSP but have not received it, it is essential to speak to your employer or HR department to rectify the situation as soon as possible.
Returning to work
Once an employee is fit to return to work, they should inform their employer of their intention to do so If an individual is unsure if they are ready to come back or have medical concerns, they should seek advice from their GP or healthcare provider Employers have a legal obligation to ensure that their employees are fit to return to work, so it is essential to follow their company’s return-to-work policy.
It is crucial for all parties involved to maintain open lines of communication throughout the sickness absence process If an employee requires additional support or adjustments upon their return to work, they should discuss this with their employer to ensure a smooth transition back into the workplace.
SSP and COVID-19
The outbreak of the COVID-19 pandemic has brought SSP into the spotlight, with many individuals having to take time off work due to illness or self-isolation In response to the pandemic, the government introduced new regulations allowing employees to receive SSP from the first day of sickness absence if it is COVID-19 related This change was made to support individuals who may need to self-isolate or shield due to the virus.
Employers have a responsibility to ensure that employees who are unable to work due to COVID-19 are paid SSP from the first day of absence It is crucial for employers to stay up to date with the latest guidance from the government to ensure they are compliant with the current regulations.
In conclusion, statutory sick pay kicks in on the fourth day of sickness absence, after the first three waiting days Employees who meet the eligibility criteria are entitled to receive SSP from their employer, calculated based on their average weekly earnings It is vital for employees to keep their employer informed of their sickness absence and to follow the company’s return-to-work policy to ensure a smooth transition back into the workplace During these challenging times, it is essential for employers to provide support to employees who are off work due to illness or COVID-19 related reasons.