Statutory Sick Pay (SSP) is a payment made by employers to employees who are unable to work due to illness It is a legal requirement for employers to provide SSP to their employees, but many people are unsure of exactly when SSP payments should start In this article, we will explore the guidelines surrounding when SSP payments should begin and what both employers and employees need to know.
SSP is payable for up to 28 weeks and can be claimed as soon as the employee meets the eligibility criteria To qualify for SSP, an employee must have been off work sick for at least four consecutive days, including weekends and bank holidays This is known as the “waiting days” rule, and SSP is not payable for these initial days off sick Therefore, SSP payments will begin on the fourth day of absence if the employee meets all the other qualifying conditions.
In addition to the waiting days rule, employees must also earn an average of at least £120 per week to be eligible for SSP This average is calculated over an eight-week period known as the “SSP calculation period.” If an employee’s earnings fall below this threshold, they may not qualify for SSP and may need to explore other options such as sick pay through their employer’s sick pay scheme or through government benefits like Employment and Support Allowance (ESA).
It is important for employers to maintain accurate records of an employee’s sickness absence, including the date on which the employee first reported their illness and any subsequent days off work This information will be crucial in determining when SSP payments should start and ensuring that the correct amount is paid to the employee Employers should also be aware of the statutory obligations surrounding SSP, including notifying employees of their entitlement and providing a statement of SSP payments made on their payslip.
Employees should be proactive in discussing their sickness absence with their employer and ensuring that they meet the eligibility criteria for SSP when does statutory sick pay start. It is important for employees to keep their employer informed of their illness and provide any necessary medical evidence to support their absence from work By working together, employers and employees can ensure that SSP payments start promptly and are calculated correctly.
In some cases, an employee may be eligible for SSP from the first day of their sickness absence This could be due to certain circumstances, such as being a hospital inpatient or receiving certain benefits like ESA If an employee is unsure of when SSP payments should start, they should seek advice from their employer or a relevant authority such as HM Revenue and Customs (HMRC).
It is also worth noting that SSP can be paid for multiple periods of sickness, as long as each period of sickness is separated by at least eight weeks When an employee returns to work after a period of sickness, their SSP entitlement resets, and the waiting days rule will apply again if they become sick within the following eight weeks.
In conclusion, statutory sick pay should start on the fourth day of absence for eligible employees who meet the waiting days rule and earn at least £120 per week Employers and employees both have responsibilities in ensuring that SSP payments are made promptly and accurately By understanding the guidelines surrounding when SSP payments should start and maintaining open communication, both parties can navigate the process smoothly If in doubt, seeking advice from relevant authorities is always recommended to avoid any misunderstandings or disputes.