Statutory Sick Pay (SSP) is a legal requirement that employers provide to their employees who are unable to work due to illness or injury This provides financial support to workers who are unable to work due to illness and injury, helping them cover their expenses while they are off sick But when exactly does statutory sick pay start?
In the UK, to be eligible for SSP, an employee must be earning at least £120 per week, have notified their employer of their sickness absence within the required timeframe, and have been off work due to illness or injury for at least four consecutive days (including non-working days) But the payment does not begin from the first day of sickness absence.
The start date of statutory sick pay depends on the individual employer’s sick pay policy, as well as the length of the employee’s illness Some employers may have their own sick pay scheme in place, which may provide more generous sick pay arrangements than the statutory minimum In such cases, the start date and duration of sick pay will be determined by the employer’s policy.
For those who do not have a specific sick pay policy, statutory sick pay usually starts from the fourth day of illness This means that if an employee is off work due to sickness or injury for four days or more, including non-working days, they will be entitled to SSP from the fourth day onwards The first three days of sickness absence are considered as waiting days and are not covered by SSP.
It is important to note that employees must notify their employer of their sickness absence within the required timeframe, which is usually the first day of sickness Failure to do so may result in the employee not being eligible for SSP Employers may also require employees to provide medical evidence, such as a doctor’s note, to support their sickness absence claim.
It is also worth mentioning that SSP is paid at a flat rate of £96.35 per week for up to 28 weeks when does statutory sick pay start. Employers are required to deduct tax and National Insurance contributions from SSP payments, just like they would for regular wages If an employee’s illness extends beyond 28 weeks, they may be eligible for other forms of financial support, such as Employment and Support Allowance.
If an employee falls ill while on annual leave, they may be entitled to claim SSP instead of using their annual leave entitlement This is known as ‘displacing’ annual leave, and it allows employees to use their annual leave for rest and recuperation instead of being on sick leave Employees who are on long-term sick leave may also be entitled to receive annual leave in addition to SSP.
Some employers may offer sick pay schemes that are more generous than SSP, such as full pay or half pay for a certain period of time In such cases, the employer’s sick pay policy will determine the start date and duration of sick pay Employees should refer to their employment contract or employee handbook for details of their sick pay entitlements.
In conclusion, statutory sick pay usually starts from the fourth day of illness for employees who do not have a specific sick pay policy in place Employees must notify their employer of their sickness absence within the required timeframe and provide any necessary medical evidence to support their claim Employers should familiarize themselves with their obligations regarding SSP and ensure that they comply with the legal requirements By understanding when statutory sick pay starts, employers and employees can ensure that the correct sick pay entitlement is provided in accordance with the law.