As an employee, it is crucial to know your rights and entitlements when it comes to sickness absence One key aspect that often arises is when Statutory Sick Pay (SSP) starts and what conditions need to be met in order to qualify for this benefit Whether you are an employer or an employee, understanding the rules surrounding SSP can help ensure that the process runs smoothly and fairly.
SSP is a statutory benefit provided by the government to employees who are unable to work due to illness It is designed to provide financial support for those who are too unwell to work and are therefore losing income as a result SSP is paid by employers and is a legal requirement for them to provide to qualifying employees.
So, when exactly does SSP start? In order to be eligible for SSP, an employee must have been off work due to illness for at least four consecutive days, including non-working days such as weekends and bank holidays This is known as the qualifying period The first three days of sickness absence are considered to be waiting days and are not eligible for SSP Therefore, SSP will start from the fourth day of absence onwards.
It’s important to note that the four-day qualifying period does not need to be continuous If an employee has had multiple absences within a period of 56 days and each absence is for four or more days, SSP will start from the fourth day of the latest absence.
In addition to meeting the qualifying period, there are other conditions that must be met in order to be eligible for SSP The employee must have been earning an average of at least £120 per week in the eight weeks prior to the sickness absence The employee must also have informed their employer of their absence in line with the company’s absence reporting procedures, usually within a set timeframe.
Furthermore, the employee must provide their employer with proof of their illness if requested This is usually done through a self-certification form for absences of less than seven days, or a doctor’s ‘fit note’ for longer absences when does statutory sick pay start. The fit note outlines the employee’s condition and how long they are expected to be off work for.
Employers have the right to request proof of illness from the start of an employee’s absence, but they cannot insist on a fit note for absences of less than seven days However, it is good practice for employers to request proof of illness as soon as possible in order to assess eligibility for SSP.
Once all the necessary criteria have been met, SSP will be paid by the employer from the fourth day of sickness absence onwards The current rate of SSP is £96.35 per week and is paid for up to 28 weeks If an employee’s sickness absence extends beyond this period, they may be eligible for other benefits such as Employment and Support Allowance (ESA).
It is important for employers to keep accurate records of SSP payments and to ensure that they are paid on time and to the correct amount Failure to do so can result in penalties from HM Revenue and Customs (HMRC) Employees should also keep a record of their sickness absences, including dates, reasons for absence, and any communication with their employer regarding their illness.
In summary, Statutory Sick Pay starts from the fourth day of sickness absence, after a four-day qualifying period has been met Employees must earn at least £120 per week, inform their employer of their absence, and provide proof of their illness if requested SSP is paid by the employer for up to 28 weeks at a rate of £96.35 per week Understanding the rules and conditions surrounding SSP can help both employees and employers ensure that the process runs smoothly and fairly.
In conclusion, knowing when SSP starts and the conditions that need to be met can help employees receive the financial support they need during periods of illness Employers play a vital role in ensuring that SSP is paid correctly and on time, in accordance with the law By understanding and complying with the rules surrounding SSP, both employees and employers can navigate sickness absence effectively and fairly.