Everything You Need To Know About Statutory Sick Pay
statutory sick pay (SSP) is a form of employment welfare provided by the government to employees who are unable to work due to illness or injury. It is intended to provide financial support to those who are unable to work for a short period of time, ensuring that they do not suffer financially while they are unwell. In this article, we will discuss everything you need to know about statutory sick pay.
1. Eligibility for statutory sick pay
In order to be eligible for Statutory Sick Pay, an employee must meet certain criteria. Firstly, they must be classified as an employee and have done some work under their contract. They must also be earning an average of at least £120 per week. Employees are entitled to receive SSP for up to 28 weeks, starting from the fourth day of absence due to illness.
2. How much is Statutory Sick Pay
As of 2021, the standard rate for Statutory Sick Pay is £96.35 per week. This rate is subject to change each year and is reviewed annually by the government. Employers are responsible for paying SSP to eligible employees, although they can claim back some or all of the costs from the government, depending on their size.
3. Duration of Statutory Sick Pay
Employees can receive SSP for up to 28 weeks in a single period of sickness. After this period, if the employee is still unable to work due to illness or injury, they may be eligible for other forms of financial support, such as Employment and Support Allowance (ESA). It is important to note that SSP does not count towards any enhanced sick pay schemes that an employer may offer.
4. Qualifying period for Statutory Sick Pay
In order to qualify for Statutory Sick Pay, employees must have been off work due to illness for at least four consecutive days, including non-working days. This is known as the “qualifying period”. Once the employee has completed the qualifying period, they are entitled to receive SSP from the fourth day of their absence.
5. Notification and evidence for Statutory Sick Pay
Employees who are unable to work due to illness are required to inform their employer as soon as possible. Employers may have their own notification procedures in place, so it is important for employees to follow these guidelines. In some cases, employers may also request evidence of the illness, such as a doctor’s note, in order to qualify for SSP.
6. Statutory Sick Pay and coronavirus
During the COVID-19 pandemic, the government introduced new measures to support employees who are unable to work due to illness, including those affected by coronavirus. Employees who are required to self-isolate or shield due to coronavirus are eligible to receive SSP from the first day of their absence. This measure was put in place to ensure that employees do not feel pressured to come to work while they are unwell or at risk of spreading the virus.
In conclusion, Statutory Sick Pay is a crucial form of support for employees who are unable to work due to illness or injury. It provides financial assistance to those in need, ensuring that they do not suffer financially while they are unwell. Employers play a key role in administering SSP and supporting their employees during times of sickness. By being aware of the eligibility criteria, duration, and notification procedures for SSP, employees can access the support they need when they are unable to work.