Statutory Sick Pay (SSP) is a payment made by employers to employees who are unable to work due to illness or injury It is a legal requirement in the UK for employers to pay SSP to eligible employees However, there are certain conditions that need to be met before an employee can start receiving SSP.
SSP starts from the fourth consecutive day of absence due to illness or injury This means that the first three days of absence, known as ‘waiting days’, are not eligible for SSP For example, if an employee calls in sick on Monday, they will not be entitled to SSP until the following Friday.
It is important to note that SSP is only payable for up to 28 weeks After the 28-week period, employees may be eligible for other benefits such as Employment and Support Allowance (ESA).
In order to qualify for SSP, employees must meet the following criteria:
– They must be classified as an employee and have done some work for their employer.
– They must have been ill for at least four days in a row (including non-working days).
– They must earn an average of at least £120 per week.
– They must notify their employer of their sickness within the time frame set by their employer (usually within 7 days).
Employees who do not meet these criteria may not be eligible for SSP and may need to seek alternative options such as sick pay from their employer or benefits from the government.
In some cases, employees may be entitled to more than the standard SSP rate This is known as ‘occupational sick pay’ and is paid by the employer at their discretion Occupational sick pay is usually more generous than SSP and may be paid for a longer period of time.
Employers have the right to request proof of illness from employees who are claiming SSP This can be in the form of a doctor’s note or a ‘fit note’ from a GP when does statutory sick pay start. Failure to provide this evidence may result in the employee not receiving SSP.
Employees who are self-isolating due to COVID-19 may also be entitled to SSP This is known as ‘SSP for isolation’ and is payable from the first day of absence Employees who are self-isolating due to COVID-19 do not need to provide a doctor’s note to claim SSP.
For employees who are pregnant and off work due to illness, SSP will start from the fourth day of absence However, if the illness is related to the pregnancy, SSP will start from the first day of absence Pregnant employees may also be eligible for Statutory Maternity Pay (SMP) or Maternity Allowance (MA) if they are unable to work due to their pregnancy.
In conclusion, Statutory Sick Pay starts from the fourth consecutive day of absence due to illness or injury Employees must meet certain criteria in order to qualify for SSP, including being classified as an employee, earning at least £120 per week, and notifying their employer of their sickness within the required time frame Employees who do not meet these criteria may not be eligible for SSP and may need to explore other options for sick pay It is important for employees to be aware of their rights and entitlements when it comes to SSP and to communicate effectively with their employer about their illness or injury.
Overall, understanding when SSP starts and how to qualify for it is essential for both employers and employees to ensure that the correct payments are made and that employees receive the support they need during periods of illness or injury.