Statutory Sick Pay (SSP) is a government-regulated payment made to employees who are unable to work due to illness or injury It is designed to provide financial support during periods of sickness, ensuring that employees are not left without income However, there are specific rules and guidelines governing when SSP payments can begin.
One of the most important factors in determining when SSP starts is the length of absence 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 the “qualifying period.” If an employee is off work for less than four days, they will not be eligible for SSP.
Once the qualifying period has been met, SSP will start from the fourth day of absence This means that the first three days of sickness are known as “waiting days” and are not paid SSP is then paid for up to 28 weeks, provided the employee remains off work due to illness or injury If the employee returns to work before the end of the 28-week period, SSP payments will cease.
It is important to note that SSP cannot be backdated This means that if an employee falls ill on a Monday but does not meet the qualifying period until Thursday, SSP payments will only start from the Thursday onwards Employers are responsible for keeping accurate records of their employees’ sickness absences and ensuring that SSP is paid correctly and on time.
There are certain circumstances in which SSP may start earlier than the fourth day of absence For example, if an employee is off work due to coronavirus (COVID-19) or is self-isolating on government advice, SSP can be paid from the first day of absence This is known as “the first day of incapacity for work.” The employee will need to provide their employer with a fit note from a doctor or other medical professional to confirm their absence.
In cases where an employee has been off work due to the same or a related illness within the last 8 weeks, SSP can be paid from the first day of absence This is known as a “linked period of sickness.” If the employee’s absence is due to a new illness or injury, the qualifying period will apply.
Employees who are eligible for SSP will receive £96.35 per week for up to 28 weeks when does statutory sick pay start. This amount is subject to change each tax year Employers are required to deduct tax and National Insurance contributions from SSP payments, as they would with regular wages SSP is usually paid in the same way as the employee’s salary, for example, weekly or monthly.
It is important for employees to be aware of their rights when it comes to SSP and for employers to understand their obligations Employers must provide their employees with a written statement of their SSP entitlement, including the start date and the amount they will receive This should be given to the employee within 7 days of the start of their sickness absence.
If an employee believes they are entitled to SSP but their employer has not paid it, they should speak to their employer in the first instance If the issue cannot be resolved internally, they may need to seek advice from a trade union or legal representative Employers who fail to pay SSP when required may be subject to penalties or legal action.
In conclusion, Statutory Sick Pay starts from the fourth day of absence for qualifying employees It is paid at a flat rate for up to 28 weeks, subject to certain conditions Employees should be aware of their entitlements and employers must ensure they comply with the law when it comes to SSP payments By understanding the rules around SSP, both employees and employers can ensure that sickness absences are managed fairly and consistently