Statutory Sick Pay (SSP) is a benefit paid to employees by their employers when they are unable to work due to illness or injury However, many employees are often confused about when exactly SSP kicks in and how it is calculated In this article, we will explore the ins and outs of SSP, specifically focusing on when it starts.
To begin with, SSP is only payable if an employee is sick for at least four consecutive days, including non-working days This is known as the qualifying period It is important to note that the first three days of illness, also known as “waiting days,” are not covered by SSP Therefore, SSP will only start on the fourth day of sickness absence.
Furthermore, SSP will only start if the employee earns at least £120 per week This is known as the Lower Earnings Limit (LEL) If an employee’s earnings fall below this threshold, they may not be eligible for SSP Employers are required to keep detailed records of their employees’ earnings to ensure that they are paid the correct amount of SSP.
Once the qualifying period has been met and the employee’s earnings meet the LEL, SSP will start from the fourth day of sickness absence Employers are required to pay SSP for up to 28 weeks, provided that the employee remains sick and unable to work If the employee returns to work before the 28-week period is over, the SSP payments will stop.
It is worth noting that SSP is paid at a flat rate of £96.35 per week as of the current tax year This rate is reviewed annually by the government and may change in line with inflation Employers are responsible for calculating and paying SSP to their employees, which is usually included in their regular payroll process.
In some cases, employees may be entitled to additional sick pay on top of SSP This is known as company sick pay and is paid at the employer’s discretion when does statutory sick pay start. Company sick pay is often more generous than SSP and may be paid for a longer period of time Employees should check their employment contract or company policy to see if they are entitled to company sick pay.
Additionally, employees who are self-isolating due to COVID-19 may be eligible for SSP from the first day of sickness absence This is known as SSP for COVID-19 absences and is a temporary measure introduced by the government to support employees during the pandemic Employers are required to pay SSP for COVID-19 absences to their eligible employees.
In summary, statutory sick pay starts on the fourth day of sickness absence, after the qualifying period has been met and the employee’s earnings meet the Lower Earnings Limit SSP is paid at a flat rate of £96.35 per week and can be paid for up to 28 weeks Employees may also be entitled to company sick pay on top of SSP, depending on their employment contract or company policy Employees who are self-isolating due to COVID-19 may be eligible for SSP from the first day of sickness absence.
Understanding when statutory sick pay starts is crucial for both employees and employers By knowing the eligibility criteria and payment process, employees can ensure they receive the sick pay they are entitled to Employers, on the other hand, must accurately calculate and pay SSP to avoid any legal repercussions With the right information and guidance, navigating statutory sick pay can be a straightforward process for all parties involved.
In conclusion, statutory sick pay starts on the fourth day of sickness absence, provided that the qualifying period has been met and the employee’s earnings meet the Lower Earnings Limit Employers are responsible for calculating and paying SSP to their employees, who may also be entitled to company sick pay in addition to SSP By understanding the rules and regulations surrounding SSP, both employees and employers can ensure a smooth and compliant sick pay process.