Statutory Sick Pay (SSP) is a payment that employees in the UK are entitled to when they are unable to work due to illness or injury. It is paid by their employer for a period of up to 28 weeks and is designed to help employees manage financially while they are off sick. But when does statutory sick pay start? In this article, we will explore the criteria for qualifying for SSP and when it kicks in.
To be eligible for SSP, employees must have been off work for at least four consecutive days, including non-working days such as weekends and bank holidays. This is known as the ‘waiting period’. Once the waiting period has been completed, SSP will be paid from the fourth day of absence onwards.
It is important to note that the waiting period is counted as a whole, rather than just the working days. For example, if an employee is off work from Monday to Thursday, they will have completed their waiting period on Thursday and will be entitled to SSP from Friday onwards.
In addition to meeting the waiting period criteria, employees must also earn a minimum amount in order to qualify for SSP. Currently, employees must earn at least £120 per week to be eligible for SSP. This includes any regular payments that they receive, such as bonuses or commission. If an employee earns less than this amount, they will not qualify for SSP.
Employees who are on sick leave for more than seven days will need to provide their employer with a ‘fit note’ from their doctor. This is a statement from the doctor confirming that the employee is unable to work due to illness or injury. Without a fit note, the employee may not be entitled to SSP.
SSP is paid at a rate of £96.35 per week for up to 28 weeks. This amount is subject to change each tax year, so it is important for employees to check the current rate when they go on sick leave. SSP is paid in the same way as wages, usually on the employee’s normal payday.
Employers are required to keep records of SSP payments and to deduct tax and National Insurance contributions as they would with normal wages. Employees will receive a payslip showing the amount of SSP that has been paid to them and any deductions that have been made.
If an employee is not entitled to SSP, they may be able to claim other benefits such as Employment and Support Allowance (ESA) or Universal Credit. These benefits are means-tested and are designed to provide financial support to individuals who are unable to work due to illness or disability.
It is important for employees to familiarise themselves with their rights when it comes to sick pay and to understand what they are entitled to. If there are any discrepancies or issues with SSP payments, employees should raise these with their employer or seek advice from a trade union or the Citizen’s Advice Bureau.
In conclusion, statutory sick pay starts after the completion of a four-day waiting period and is paid from the fourth day of absence onwards. Employees must also earn a minimum amount per week and provide a fit note from their doctor if they are off work for more than seven days. SSP is paid at a set rate per week for up to 28 weeks and is subject to tax and National Insurance deductions. If employees are not entitled to SSP, they may be able to claim other benefits instead. Overall, it is important for employees to be aware of their rights when it comes to sick pay and to seek advice if needed.