One of the benefits offered to employees in the UK is statutory sick pay (SSP) This is a payment provided by employers to employees who are unable to work due to illness or injury But when exactly does statutory sick pay start? Let’s take a closer look at the criteria and rules surrounding when SSP payments kick in.
Statutory sick pay is designed to support employees who are too ill to work and therefore unable to earn their usual income To be eligible for SSP, an employee must have been off work due to sickness or injury for at least four consecutive days, including non-working days These days are called ‘qualifying days’ and they do not have to be four consecutive calendar days.
SSP payments will start from the fourth qualifying day that an employee is off sick This means that the first three days of sickness are known as ‘waiting days’ and are not eligible for SSP Employers can choose to pay an employee for these waiting days at their own discretion, but they are not legally required to do so.
In order to qualify for SSP, an employee must earn at least £120 per week before tax This threshold is known as the ‘lower earnings limit’ and is reviewed annually If an employee earns less than this amount, they may not be entitled to SSP and should check with their employer.
It’s important to note that employees must inform their employer of their sickness within the company’s specified time frame This is usually outlined in the employee handbook or contract of employment Failure to notify the employer of sickness could result in a delay in SSP payments.
Employers have the right to request proof of sickness, such as a doctor’s note, if an employee is off sick for more than seven consecutive days This is known as the ‘fit note’ system and helps employers verify that the sickness absence is genuine Failure to provide a fit note when requested may result in SSP payments being withheld.
If an employee is on sick leave for more than 28 weeks, they may be transferred to the Employment and Support Allowance (ESA) benefit when does statutory sick pay start. This is a government-funded benefit for individuals who are unable to work due to illness or disability The transition from SSP to ESA will usually be managed by the employer or by the Department for Work and Pensions.
Employees who are self-isolating due to COVID-19 may also be eligible for SSP The rules surrounding SSP for coronavirus-related absences have been updated to support individuals who are following government guidelines to prevent the spread of the virus This includes those who have been instructed to self-isolate by the NHS Test and Trace service or who are experiencing COVID-19 symptoms In these cases, SSP payments should start from the first day of sickness or self-isolation.
Overall, statutory sick pay starts from the fourth qualifying day that an employee is off work due to sickness or injury This is after a period of three waiting days, during which SSP is not payable Employees must earn at least £120 per week before tax to be eligible for SSP and must inform their employer of their sickness within the designated time frame Employers have the right to request proof of sickness if an employee is off sick for more than seven consecutive days If an employee is unable to work for more than 28 weeks, they may be transferred to the Employment and Support Allowance benefit.
Understanding when SSP payments begin is crucial for both employees and employers to ensure that the appropriate support is provided during periods of illness or injury By following the guidelines set out by the government, both parties can navigate the statutory sick pay system effectively and responsibly