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 their employees, as long as certain criteria are met. One common question that often arises is when does statutory sick pay start?
SSP typically starts on the fourth consecutive day that an employee is unable to work due to illness or injury. This is known as the “waiting period” and it is designed to give employees a chance to recover from short-term illnesses without the need for SSP. However, if an employee has been off sick for four or more days in a row, SSP should start on the fourth day of absence.
In order to qualify for SSP, employees must meet certain criteria. They must be classified as an employee and have been off work for at least four consecutive days due to illness. They must also earn an average of at least £118 per week to be eligible for SSP. It is important to note that SSP does not apply to self-employed individuals, agency workers, or those who are on long-term sick leave.
Employers are required to pay SSP for up to 28 weeks in a three-year period. After this time, if an employee is still unable to work due to illness or injury, they may be eligible for other forms of financial support such as Employment and Support Allowance (ESA).
It is important for employers to keep accurate records of when SSP starts and stops for each employee. This includes documenting the date that the waiting period ends and the total number of days that SSP has been paid. Employers must also provide employees with a written statement detailing the amount of SSP they are entitled to receive and the dates that it will be paid.
Employees who are receiving SSP may be required to provide their employer with a “fit note” from a doctor after seven days of absence. This certificate will confirm the employee’s illness or injury and provide details of when they are likely to be able to return to work. Employers are not obligated to pay SSP if an employee does not provide a valid fit note.
It is also important for employers to be aware of the rules surrounding SSP and pregnancy-related illness. If an employee is off work due to a pregnancy-related illness in the four weeks before their due date, their SSP will start on the first day of absence. This also applies if an employee is off due to a pregnancy-related illness after their due date.
In some cases, employees may also be entitled to receive additional sick pay from their employer on top of SSP. This is known as “occupational sick pay” and is paid at the discretion of the employer. The amount and duration of occupational sick pay will vary depending on the company’s policies and the employee’s length of service.
Overall, SSP is designed to provide financial support to employees who are unable to work due to illness or injury. By understanding when SSP starts and the criteria that must be met to qualify, employers can ensure they are meeting their legal obligations and supporting their employees during times of ill health. If you are unsure about when SSP should start for an employee, it is recommended to seek guidance from a legal or HR professional to avoid any potential compliance issues.
In conclusion, statutory sick pay typically starts on the fourth consecutive day of absence due to illness or injury. Employees must meet certain criteria to qualify for SSP, and employers are required to keep accurate records of when SSP starts and stops for each employee. Understanding the rules surrounding SSP is essential for both employers and employees to ensure compliance and support during periods of ill health.