Statutory Sick Pay (SSP) is a form of financial support provided by employers to employees who are unable to work due to illness or injury This benefit is designed to help employees who are unable to work due to sickness or injury, ensuring that they do not suffer financially while they are off work.
When an employee falls ill or gets injured, they may be entitled to receive SSP from their employer However, many employees are often confused about when exactly SSP starts and how it is calculated In this article, we will explore when SSP starts and how employees can qualify for this benefit.
SSP starts on the fourth consecutive day that an employee is unable to work due to sickness or injury This means that the first three days of sickness absence are known as ‘waiting days’ and are not eligible for SSP SSP will start from the fourth day of absence onwards, provided that the employee meets the eligibility criteria.
To qualify for SSP, an employee must be earning at least £120 per week before tax They must also inform their employer of their illness or injury and provide medical evidence if required Additionally, the sickness absence must last for at least four consecutive days, including weekends and bank holidays.
Employers have the right to ask for a Fit Note (also known as a Statement of Fitness for Work) from a doctor or healthcare professional if an employee is off sick for more than seven days The Fit Note will provide details about the employee’s condition and how it affects their ability to work This information is crucial in determining the employee’s eligibility for SSP.
It is worth noting that SSP is paid at a flat rate of £96.35 per week for up to 28 weeks when does statutory sick pay start. The amount is subject to change annually in April as per the government’s regulations Employers are responsible for calculating and paying SSP to eligible employees, and they can reclaim a portion of the SSP costs from the government through the Statutory Payment Scheme.
If an employee’s sickness absence extends beyond 28 weeks, they may be eligible to apply for other benefits such as Employment and Support Allowance (ESA) ESA provides financial support to individuals who are unable to work due to illness or disability for an extended period.
Employees who are self-isolating due to COVID-19 may also be eligible for SSP if they meet the necessary criteria This includes individuals who are self-isolating because they have tested positive for the virus, have symptoms of COVID-19, or have been in close contact with someone who has tested positive.
Employers should be aware of the rules and regulations surrounding SSP to ensure that they are compliant with the law Failure to provide SSP to eligible employees can result in penalties and legal consequences Employers should keep accurate records of sickness absences and payments made to employees to avoid any potential issues.
In conclusion, Statutory Sick Pay is a vital form of financial support for employees who are unable to work due to illness or injury Understanding when SSP starts and how it is calculated is crucial for both employees and employers By following the guidelines set out by the government, employers can ensure that their employees receive the support they need during times of sickness or injury Remember, SSP starts on the fourth consecutive day of sickness absence, and employees must meet the eligibility criteria to qualify for this benefit.