In the United Kingdom, when employees are unable to work due to illness or injury, they are entitled to receive statutory sick pay (SSP) from their employer. SSP is a form of financial support provided to employees who are unable to work due to illness or injury. In this article, we will delve deeper into what statutory sick pay is, who is eligible to receive it, how it is calculated, and other important information regarding this important benefit.
Who is Eligible for statutory sick pay?
In order to be eligible for statutory sick pay, employees must meet certain criteria set out by the government. Firstly, employees must be classified as employees and have been off work due to illness or injury for at least four days in a row (including non-working days). Secondly, they must earn at least £120 per week on average.
Employees must also be working for an employer who operates a PAYE (Pay As You Earn) payroll. Additionally, employees must inform their employer of their illness or injury within their employer’s deadline (which can vary depending on the company) in order to qualify for SSP.
How is statutory sick pay Calculated?
The current rate of statutory sick pay in the UK is £96.35 per week for up to 28 weeks. This amount is paid by the employer to the employee, usually in their regular pay cycle. Employers are required to pay statutory sick pay to their employees for up to 28 weeks in a 3-year period.
SSP is paid for the days the employee would usually work, known as “qualifying days.” The weekly rate of SSP is divided by the number of qualifying days the employee works each week to determine the daily rate of payment. For example, if an employee works five days a week and is entitled to SSP, they would receive 5/7th of the weekly rate of SSP for each day they are off sick.
It is important to note that employers are required to pay SSP in the same way they pay wages to their employees, and can’t ask for a doctor’s note for the first 7 days of sick leave. However, after 7 days, employees may be required to provide their employer with a fit note from a healthcare professional in order to continue receiving SSP.
Other Important Information About statutory sick pay
There are certain circumstances in which an employee may not be eligible for SSP. For example, if the employee has already received the maximum amount of SSP (28 weeks) within a 3-year period, they will not be entitled to any further SSP payments. Additionally, if an employee earns less than £120 per week on average, they will not be entitled to SSP.
Employees can also return to work part-time while still receiving SSP, as long as the employer agrees to it. This is known as “phased return to work” and allows employees to gradually return to work after a period of sickness absence.
Employees who are unhappy with the decisions made by their employer regarding SSP can appeal the decision. This can be done internally within the company or through an employment tribunal.
In conclusion, statutory sick pay is an essential benefit provided to employees in the UK who are unable to work due to illness or injury. Employers are required by law to pay SSP to eligible employees, and employees must meet certain criteria in order to qualify for SSP. By understanding the rules and regulations surrounding SSP, both employers and employees can ensure they are receiving and providing the appropriate support during periods of sickness absence.