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, as long as certain conditions are met But when exactly does SSP start for an employee who is off sick? In this article, we will explore the criteria that need to be met for SSP to start and discuss the process that employers need to follow.
SSP can only be paid to employees who meet the eligibility criteria set by the government The first condition that needs to be met is that the employee must have been off sick for at least four consecutive days, including non-working days such as weekends and bank holidays This is known as the qualifying period If the employee has been off sick for less than four days, they will not be entitled to SSP.
Once the qualifying period has been met, SSP will start from the fourth day of sickness absence This means that the first three days of sickness will not be covered by SSP, unless the employer has a company sick pay scheme in place that provides payment for these days SSP is paid for a maximum of 28 weeks in a three-year period.
In order to be eligible for SSP, the employee must earn at least £120 per week This is known as the lower earnings limit If the employee’s earnings fall below this threshold, they will not be entitled to SSP The employee must also have told their employer about their sickness absence within the timeframes set by the company when does statutory sick pay start. This is usually within seven days of the first day of absence, although some employers may have different reporting procedures in place.
Employers have the responsibility to keep records of their employees’ sickness absences and payments of SSP They must also provide a written statement to the employee confirming the amount of SSP paid and the period it covers This statement must be given to the employee at the same time as their normal payslip.
If an employee is on a fixed-term contract when they become eligible for SSP, they will still be entitled to receive it However, if the contract ends before the 28-week period has elapsed, the employer will not be required to continue paying SSP The employee may be eligible to claim other benefits such as Employment and Support Allowance (ESA) if they are still unable to work due to illness after their contract has ended.
It is important for employees to be aware of their rights regarding SSP and to communicate effectively with their employer during periods of sickness absence If an employee believes that they are being unfairly denied SSP or that their employer is not following the correct procedures, they may seek advice from a trade union representative or legal advisor.
In conclusion, statutory sick pay starts after an employee has been off sick for at least four consecutive days, including weekends and bank holidays The payment begins from the fourth day of sickness absence and is subject to certain eligibility criteria such as earning at least £120 per week and informing the employer within the specified timeframes Employers have a legal obligation to provide SSP to eligible employees and must keep accurate records of sickness absences and payments made It is important for employees to understand their rights regarding SSP and to communicate effectively with their employer during periods of sickness absence.