Statutory Sick Pay (SSP) is a form of payment made by employers 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, but many people may not be aware of when exactly SSP starts.
SSP starts from the fourth consecutive day that an employee is unable to work due to illness This means that the first three days of absence are known as “waiting days” and are not paid Employees must provide their employer with a sick note from a doctor if they are off sick for more than seven days in a row, including weekends and bank holidays.
It is important for both employers and employees to understand when SSP starts so they can manage their finances and plan for any time off due to illness In this article, we will explore when SSP starts and what employees need to do to qualify for this important benefit.
SSP starts on the fourth day of sickness absence, known as the “qualifying day” The qualifying day is the first day of sickness that an employee would normally have worked For example, if an employee is scheduled to work Monday to Friday, the qualifying day would be the first day of sickness absence that falls on a working day.
Employers are required to pay SSP to eligible employees for up to 28 weeks To qualify for SSP, employees must:
1 Earn at least £120 per week on average before tax
2 Have been off sick for at least four days in a row, including any weekends or bank holidays
3 Provide their employer with a sick note from a doctor if off sick for more than seven days
If an employee meets these criteria, they are entitled to receive SSP from their employer starting on the fourth day of sickness absence It is important for employees to keep their employers informed of their illness and provide the necessary documentation to receive SSP.
Employees should notify their employer as soon as possible if they are unable to work due to illness when does statutory sick pay start. This allows the employer to make the necessary arrangements for SSP payments and to ensure that the employee receives the correct amount of pay while they are off sick.
Many employers have their own policies for sick pay in addition to SSP Some employers may offer more generous sick pay arrangements, such as paying full or half salary for a certain period of time It is important for employees to familiarize themselves with their employer’s sick pay policy and understand what they are entitled to when they are off sick.
In some cases, employees may be eligible for SSP even if they are not able to work due to illness For example, if an employee is on maternity leave or adoption leave and becomes ill, they may still be entitled to SSP It is important for employees to check with their employer or a legal advisor to determine their eligibility for SSP in these situations.
Employers also have legal obligations when it comes to SSP They must keep accurate records of SSP payments made to employees and be able to provide these records to HM Revenue and Customs if requested Employers who fail to pay SSP to eligible employees may face penalties and legal action.
In conclusion, statutory sick pay starts on the fourth day of sickness absence for eligible employees Employees must meet certain criteria to qualify for SSP, including earning at least £120 per week and providing their employer with a sick note if off sick for more than seven days It is important for employees and employers to understand when SSP starts and what is required to receive this important benefit By following the guidelines outlined in this article, employees can ensure that they receive the sick pay they are entitled to when they are unable to work due to illness.