Statutory Sick Pay (SSP) is a payment that the government requires employers to provide to employees who are unable to work due to illness It is designed to ensure that employees are financially supported during periods of sickness, and to encourage them to stay at home and focus on their recovery rather than coming into work when they are unwell However, many employees are unsure of when SSP actually starts and how it is calculated In this article, we will delve into the details of when statutory sick pay starts and what employees need to know about it.
SSP eligibility starts on the first day that an employee is sick and unable to work This means that if an employee falls ill on a Monday and is unable to work, SSP will start from that day onwards Employees must inform their employer of their sickness within the time frame specified by the company in order to be eligible for SSP This is usually within seven days, but some employers may have different reporting procedures, so it is important to check the company’s sickness policy.
Employers are required to pay SSP for up to 28 weeks, as long as the employee meets the eligibility requirements To qualify for SSP, employees must be earning at least £120 per week, be classified as an employee, and have been sick for at least four consecutive days including non-working days SSP is paid at a rate of £95.85 per week for up to 28 weeks, which is the statutory minimum.
If an employee is only sick for seven days or less, they do not need a doctor’s note to qualify for SSP However, if the sickness lasts for more than seven days, they will need to provide a doctor’s note (fit note) to the employer The fit note will provide information on the employee’s condition and how long they are likely to be off work, which will help the employer determine how long SSP should be paid.
It is important for employees to keep their employer informed about their sickness and provide any necessary documentation in a timely manner to ensure that they receive the SSP payments they are entitled to when does statutory sick pay start. Failure to do so could result in a delay in receiving SSP or even a denial of the payments altogether.
Employers are required to keep records of the SSP payments they make to employees, as well as any documentation relating to the employee’s sickness This is important for compliance purposes and will help ensure that both the employer and the employee are meeting their legal obligations when it comes to SSP.
If an employee is receiving SSP and their condition worsens, they may be entitled to additional support through the benefits system Employees can apply for Employment and Support Allowance (ESA) if they are unable to work due to illness or disability, and their SSP has ended ESA is a benefit that provides financial support to individuals who are unable to work or are in a limited capacity due to their health condition.
In conclusion, statutory sick pay starts from the first day that an employee is unable to work due to illness, as long as they meet the eligibility requirements Employees must inform their employer of their sickness within the specified time frame and provide any necessary documentation, such as a doctor’s note, to qualify for SSP Employers are required to pay SSP for up to 28 weeks, and must keep records of the payments they make If an employee’s condition worsens, they may be eligible for additional support through benefits such as ESA Understanding when SSP starts and how it works is important for both employees and employers to ensure that employees are supported during periods of sickness