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 for employers to pay SSP to employees who meet certain criteria But when exactly does statutory sick pay start?
In the UK, statutory sick pay starts on the fourth consecutive day that an employee is off sick This means that employees must be off sick for at least four days in a row before they are eligible to receive SSP The first three days of sickness are known as ‘waiting days’ and during this time, employees are not entitled to statutory sick pay.
It is important to note that the four-day rule includes weekends and bank holidays So, if an employee is off sick for three days during the week and then the following day falls on a weekend, SSP would still start on that day.
There are also different rules in place for employees who are off sick for less than four days In this case, employers may have their own sickness absence policy in place which may entitle employees to sick pay for the first few days of absence This is known as ‘contractual sick pay’ and is separate from SSP.
Employees who are not eligible for SSP include those who earn less than the Lower Earnings Limit (LEL) which is currently £120 per week They may still be entitled to other benefits such as Universal Credit if they are unable to work due to sickness.
It is the responsibility of the employer to keep accurate records of an employee’s sickness absence and to ensure that SSP is paid correctly and on time Failure to pay SSP when an employee is eligible can result in penalties from HM Revenue and Customs (HMRC).
There are also regulations in place to prevent employers from dismissing or treating employees unfairly because they are off sick This is known as unfair dismissal and is a violation of employment law when does statutory sick pay start. Employers must follow the correct procedures when dealing with sick employees, including conducting return to work interviews and making reasonable adjustments to help employees return to work.
Employees are required to provide evidence of their sickness absence in order to qualify for SSP This can include a doctor’s note or a self-certification form which can be obtained from their employer It is important for employees to keep their employer informed of their illness and to provide any necessary documentation as soon as possible.
In some cases, employees may be eligible for SSP from the first day of sickness if they have been off work due to coronavirus (COVID-19) or have been told to self-isolate by NHS Test and Trace This is known as ‘SSP for COVID-19’ and is a temporary measure introduced to help support employees during the pandemic.
Employers can also claim back the cost of SSP from the government if they have fewer than 250 employees This is known as the Coronavirus Statutory Sick Pay Rebate Scheme and is intended to help employers cope with the financial impact of paying SSP to their employees.
In conclusion, statutory sick pay starts on the fourth consecutive day that an employee is off sick Employers must pay SSP to eligible employees and keep accurate records of sickness absence Employees must provide evidence of their sickness and keep their employer informed of their condition Failure to pay SSP or treat employees fairly when they are off sick can result in penalties and legal action The rules surrounding SSP may vary depending on the circumstances, so it is important for employers and employees to be aware of their rights and responsibilities.