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 in the UK, with specific rules governing when SSP can be paid and how much individuals are entitled to receive In this article, we will explore when statutory sick pay starts and the key factors to consider.
One of the most important considerations when it comes to SSP is the waiting period This is the period of time that an employee must be off work before they become eligible for SSP In general, employees must be off work due to illness for at least four consecutive days to qualify for SSP This includes weekends and bank holidays.
The first three days that an employee is off work due to illness are known as ‘waiting days’ These are not paid by the employer and do not count towards the qualifying period for SSP Therefore, SSP will start on the fourth day of absence, assuming that the employee is still unable to work due to their illness.
It is important to note that employees must notify their employer of their illness and absence from work as soon as possible This should be done in line with the employer’s absence reporting procedures, which may include providing a sick note from a doctor or completing a self-certification form Failure to follow these procedures could result in a delay in receiving SSP.
Employees are entitled to receive SSP for up to 28 weeks in a period of incapacity for work This period of incapacity for work is known as a ‘fit period’ and starts on the first day of sickness absence If an employee has a recurring illness or is off work due to multiple illnesses, these periods may be linked together to form a single fit period.
Employers are required to pay SSP to eligible employees at the statutory rate, which is currently £96.35 per week (as of April 2022) when does statutory sick pay start. This rate is reviewed and adjusted by the government each tax year However, some employers may choose to pay more than the statutory rate as part of their sickness absence policies.
It is also worth noting that employees who have received SSP for the maximum period of 28 weeks may be eligible to receive other types of financial support, such as Employment and Support Allowance (ESA) Employees should seek advice from their employer or contact the Department for Work and Pensions for more information on their entitlements.
In some cases, employees may be entitled to receive SSP from the first day of absence This is known as ‘SSP1’ and applies when an employee is off work due to coronavirus (COVID-19) or if they are self-isolating in line with government guidance In these situations, SSP should be paid from the first day of absence, rather than after the usual waiting period.
It is essential for employers to keep accurate records of employee sickness absences and SSP payments Employers should maintain records of when employees notify them of their illness, when SSP starts, and the amount of SSP paid These records should be kept for at least three years and be made available to employees if requested.
In conclusion, statutory sick pay starts on the fourth day of absence, following a waiting period of four consecutive days Employees must notify their employer of their illness and follow the employer’s absence reporting procedures to receive SSP Employers are required to pay SSP at the statutory rate for up to 28 weeks in a fit period Employees may be entitled to receive other forms of financial support if they have reached the maximum SSP entitlement Understanding when SSP starts is crucial for both employees and employers to ensure compliance with the legal requirements surrounding sickness absence.