statutory sick pay (SSP) is a form of payment provided by employers to employees who are unable to work due to illness or injury. The UK government sets the regulations for SSP, and it is intended to support individuals who are too unwell to work while ensuring they still receive some form of income. In this article, we will explore how SSP works, who is eligible for it, and what responsibilities employers have when it comes to providing SSP.
Who is eligible for statutory sick pay?
In order to be eligible for SSP, an individual must meet certain criteria set by the government. To qualify for SSP, an employee must have been ill for at least four consecutive days, including non-working days. They must also earn at least £120 per week, on average. If an employee meets these criteria, they are eligible to receive SSP for up to 28 weeks.
It is important to note that SSP is paid by the employer, not the government. The current rate for SSP is £96.35 per week, and it is paid in the same way as regular wages, usually on the employee’s normal payday. Employers are required to deduct any tax and National Insurance contributions from SSP payments, just as they would with regular wages.
What are the responsibilities of employers regarding SSP?
Employers have a number of responsibilities when it comes to SSP. Firstly, they must ensure that they have a written sickness policy in place that outlines how SSP will be paid and what the employee needs to do in order to qualify for SSP. This policy should be easily accessible to all employees and should be communicated clearly.
Employers also have a duty to keep accurate records of any sickness absence and SSP payments made to employees. This information should be kept for at least three years, as HM Revenue and Customs (HMRC) may request to see these records at any time.
If an employee is off sick for more than seven days in a row, including weekends and bank holidays, they will need to provide their employer with a fit note from their doctor. This fit note should outline how long the employee is expected to be off work and any adjustments that could be made to help them return to work sooner.
Employers should also be mindful of discrimination laws when dealing with sickness absence and SSP. It is illegal to discriminate against an employee because of their illness or disability, so employers must handle these situations sensitively and fairly.
What happens if an employee is not eligible for SSP?
If an employee does not meet the eligibility criteria for SSP, they may be entitled to other forms of support. For example, they may be eligible for Employment and Support Allowance (ESA) from the government. ESA is a benefit that provides financial support to individuals who are unable to work due to illness or disability.
Employees who are not eligible for SSP should be made aware of their rights to ESA and how to apply for this benefit. Employers should provide support to employees in navigating the application process and may need to provide information or documentation to support the employee’s claim.
In conclusion, statutory sick pay is an important form of financial support for employees who are unable to work due to illness or injury. Employers have a responsibility to ensure that they follow the government guidelines for SSP and provide the necessary support to their employees during periods of sickness absence. By understanding how SSP works and what is required of employers, both employees and employers can navigate these situations with clarity and fairness.