Statutory Sick Pay (SSP) is a type of payment that employees in the UK may be entitled to if they are unable to work due to illness or injury It is a legal requirement for employers to pay SSP to their employees who meet the qualifying criteria But when exactly does statutory sick pay start?
In order to qualify for SSP, an employee must be off work for at least four consecutive days, including weekends and bank holidays This is known as a “period of incapacity for work” (PIW) The first three days of absence are known as waiting days and are not paid by the employer This means that SSP will start on the fourth day of absence, assuming the employee continues to meet the eligibility criteria.
It is important to note that SSP is only paid for a maximum of 28 weeks in a three-year cycle known as a “certification period.” The certification period starts from the first day of incapacity for work each time an employee falls ill If the employee returns to work and then falls ill again within eight weeks, only the remaining days of the same certification period will be counted towards their 28-week entitlement.
Employers should keep detailed records of their employees’ sickness absences and make SSP payments in accordance with the law Failure to do so can result in fines and legal action Therefore, it is essential for both employers and employees to understand when statutory sick pay starts and how it is calculated.
When an employee is absent from work due to sickness or injury, they must notify their employer as soon as possible, usually within a certain timeframe specified in their contract of employment The employer may require the employee to provide proof of illness, such as a doctor’s note or medical certificate, in order to qualify for SSP.
Once the employer has received notification of the employee’s absence and any required evidence, they can start the process of calculating and paying SSP when does statutory sick pay start. This usually involves determining the employee’s average earnings over a specific period, known as the “calculation period,” and applying the current SSP rate to determine the amount of payment due.
The current SSP rate is £96.35 per week for up to 28 weeks This rate is set by the government and is subject to change each tax year Employers are responsible for paying SSP to their employees, which is then reimbursed by HM Revenue and Customs (HMRC) through their payroll system.
Employees should receive their SSP payments at the same time and in the same way as their regular salary, either weekly or monthly depending on the employer’s payroll schedule SSP payments should be clearly identified on the employee’s payslip to ensure transparency and accuracy.
In some cases, employees may be entitled to additional sick pay or benefits from their employer, such as occupational sick pay or private health insurance These benefits are usually more generous than SSP and may be paid from the first day of absence, depending on the terms of the employment contract.
Employers have a duty of care to their employees and should have clear policies and procedures in place for managing sickness absences and SSP payments This includes communicating with employees about their entitlements, keeping accurate records, and providing support where needed.
If an employee disagrees with their employer’s decision on SSP eligibility or payment, they have the right to challenge it through internal grievance procedures or by contacting the Advisory, Conciliation and Arbitration Service (ACAS) for assistance.
In conclusion, statutory sick pay starts on the fourth consecutive day of absence due to illness or injury, following the three waiting days Employers are responsible for calculating and paying SSP to eligible employees, who must meet the qualifying criteria to receive payment Understanding when SSP starts and how it is calculated is essential for both employers and employees to ensure compliance with the law and fair treatment in the workplace.