statutory sick pay, commonly referred to as SSP, is a payment made by employers to employees who are unable to work due to illness or injury. It is a legal requirement in the United Kingdom for employers to provide SSP to their employees, and it is designed to provide financial support to those who are unable to work due to sickness.
SSP is paid by employers for up to 28 weeks and is intended to cover short-term absences from work due to illness or injury. It is important for employees to understand their entitlement to SSP and how it works in order to ensure they receive the correct amount and support when they need it most.
To qualify for SSP, employees must meet certain criteria set out by the government. This includes being employed, earning at least £120 per week, and being unable to work due to illness for at least four consecutive days. Employees must also notify their employer of their absence and provide evidence of their sickness, such as a doctor’s note or a self-certification form.
The current rate of SSP is £96.35 per week and is paid by employers in the same way as wages, usually on the employee’s normal payday. If an employee is entitled to SSP, they will receive it regardless of whether they are on a full-time, part-time, permanent, or temporary contract.
Some employers may also offer their employees sick pay schemes that are more generous than SSP. These schemes are known as contractual sick pay and are set out in the employee’s contract of employment. Contractual sick pay may provide a higher rate of pay or extend the period of time that sick pay is paid for, so it is important for employees to check their contract to see what sick pay they are entitled to.
Employees who are not entitled to SSP, such as the self-employed or those earning below the threshold, may be eligible for other forms of financial support, such as Universal Credit or Employment and Support Allowance. It is important for individuals to explore their options and seek advice if they are unsure of what financial support they are entitled to.
If an employee’s absence from work due to sickness extends beyond the 28 week SSP period, they may be eligible for other forms of financial support, such as Employment and Support Allowance or Personal Independence Payment. It is important for individuals to seek advice from the Department for Work and Pensions or a specialist welfare advisor to see what support is available to them.
Employers also have obligations when it comes to SSP, including keeping records of employees’ sickness absence and ensuring they pay SSP correctly and on time. Failure to comply with SSP regulations can result in financial penalties for employers, so it is important for them to understand their responsibilities and obligations when it comes to providing sick pay.
In some cases, employees may be unfairly denied SSP or believe they are not receiving the correct amount. If an employee feels they are being treated unfairly, they should raise the issue with their employer in the first instance. If the issue cannot be resolved internally, employees may seek advice from ACAS or the Citizens Advice Bureau to explore their options further.
Overall, statutory sick pay is an important form of financial support for employees who are unable to work due to illness or injury. It is vital for employees to understand their entitlement to SSP and how it works in order to ensure they receive the correct amount of support when they need it most. By familiarising themselves with SSP regulations and seeking advice if necessary, employees can navigate the process of claiming sick pay with confidence and peace of mind.