Statutory Sick Pay (SSP) is a payment made by employers to employees who are unable to work due to illness or injury It is designed to provide financial support to employees who are unable to work for a short period of time due to sickness However, many employees may be unsure of when SSP actually starts and how it is calculated In this article, we will explore the specifics of when SSP starts and what employees can expect when they are unable to work due to illness.
The first thing to note is that SSP only starts after the employee has been off work due to illness for a minimum of four consecutive days, including non-working days This means that if an employee falls ill on Monday and is unable to work for the rest of the week, SSP will start to be paid from the following Monday If an employee is off work for less than four days, they will not be eligible for SSP.
Another important point to consider is that SSP is not paid for the first three days of sickness absence These are known as ‘waiting days’ and are essentially a waiting period before SSP kicks in So, if an employee is off work for five days, they will only receive SSP for days four and five The waiting days are intended to discourage employees from taking unnecessary time off work due to minor illnesses.
The rate of SSP is also another factor that employees should be aware of As of April 2021, the standard rate of SSP is £96.35 per week However, this amount may vary depending on the individual’s employment status, earnings, and length of service when does statutory sick pay start. Employers are required to pay SSP for up to 28 weeks, after which time the employee may be eligible to apply for other benefits such as Employment and Support Allowance (ESA).
It is important for employees to be aware of their entitlement to SSP and to ensure that they are receiving the correct amount from their employer If an employee believes that they are not receiving the correct amount of SSP, they should raise the issue with their employer or seek advice from their trade union or a legal advisor.
In some cases, employees may be eligible to receive SSP even if they are not actually sick themselves For example, if an employee is self-isolating due to COVID-19 or caring for someone who is ill, they may still be entitled to SSP This is known as ‘SSP for isolators’ and is intended to provide support to employees who are following government guidelines to prevent the spread of infection.
It is important for employers to be aware of their obligations when it comes to providing SSP to their employees Employers are required to keep records of SSP payments made to employees and must issue a form SSP1 to employees who are not eligible for SSP Employers can also reclaim SSP payments from the government if they have paid SSP to employees due to COVID-19.
In conclusion, statutory sick pay starts after an employee has been off work due to illness for a minimum of four consecutive days, including non-working days SSP is not paid for the first three days of sickness absence, and the rate of SSP is £96.35 per week Employees who believe they are not receiving the correct amount of SSP should raise the issue with their employer or seek advice from a legal advisor Employers have obligations to provide SSP to their employees and must keep records of SSP payments made Overall, understanding when SSP starts and how it is calculated is essential for both employers and employees to ensure that employees receive the support they need when they are unable to work due to illness or injury.