Statutory Sick Pay (SSP) is a form of financial support provided to employees who are unable to work due to illness or injury. It is a legal requirement for employers to pay SSP to their employees if they meet certain eligibility criteria. However, many people are unsure about when SSP starts and how it is calculated. In this article, we will discuss when statutory sick pay starts and provide information on how it is administered.
when does statutory sick pay start?
Statutory Sick Pay generally starts on the fourth consecutive day that an employee is unable to work due to illness or injury. This means that the first three days of sickness, known as “waiting days,” are not eligible for SSP. This is a key point to remember, as many people mistakenly believe that SSP begins from the first day of sickness.
It is important to note that SSP will only be paid if the employee is off work for at least four days in a row, including weekends and bank holidays. If the sickness lasts for less than four days, the employee will not be entitled to SSP. However, employers may have their own policies in place for paying sick pay for shorter periods of illness.
SSP can be paid for up to 28 weeks in a three-year period. If an employee’s sickness extends beyond 28 weeks, they may be eligible for other forms of financial support, such as Employment and Support Allowance (ESA).
How Is Statutory Sick Pay Calculated?
The current rate of SSP is £96.35 per week, and it is paid in the same way as regular wages, usually on the employee’s normal payday. If an employee earns less than £96.35 per week, they will still be entitled to SSP at the rate of their actual earnings. SSP is subject to tax and National Insurance contributions, just like regular income.
Employers are responsible for calculating and administering SSP for their employees. If an employee is eligible for SSP, they should inform their employer of their sickness as soon as possible and provide any necessary evidence, such as a doctor’s note. The employer will then assess the employee’s eligibility for SSP and make the necessary payments.
Employers can reclaim some or all of the SSP paid to their employees from the government, depending on their size and financial situation. This is known as the Statutory Sick Pay Rebate Scheme, and it is designed to help employers manage the costs of providing sick pay to their employees.
What If an Employee Is Not Eligible for Statutory Sick Pay?
Not all employees are entitled to SSP. To qualify for SSP, an employee must meet certain criteria, including earning at least £120 per week, being sick for at least four days in a row, and notifying their employer of their sickness. Some employees, such as those who are self-employed or on zero-hours contracts, may not be eligible for SSP.
In cases where an employee is not eligible for SSP, they may be able to claim other forms of financial support, such as Universal Credit or Employment and Support Allowance. It is important for employees to explore all options available to them if they are unable to work due to illness or injury.
In conclusion, Statutory Sick Pay is a valuable form of financial support for employees who are unable to work due to illness or injury. Understanding when SSP starts and how it is calculated is essential for both employers and employees. By following the guidelines outlined in this article, employees can ensure that they receive the support they need during periods of sickness.