Understanding Statutory Sick Pay: When Does Statutory Sick Pay Start?

Statutory Sick Pay (SSP) is a payment made by employers to employees who are unable to work due to illness or injury. It is a legal requirement for employers to pay SSP to eligible employees, and understanding when SSP starts is important for both employers and employees.

when does statutory sick pay start?

In order to qualify for SSP, employees must meet certain criteria. Firstly, they must earn at least £120 per week before tax. This is known as the Lower Earnings Limit (LEL). Employees must also inform their employer of their sickness within the time frame set out by the company, usually within seven days of being off sick.

SSP begins on the fourth consecutive day of sickness absence, known as the waiting period. The first three days of sickness are known as ‘waiting days’ and are not eligible for SSP. This means that employees will not receive payment for the first three days of sickness unless their contract specifically states otherwise.

It is important for employees to keep their employer informed of their sickness absence and to provide any necessary medical certificates, such as a doctor’s note, in order to claim SSP. Failure to do so may result in a delay or denial of SSP payments.

Employers are responsible for paying SSP to eligible employees for up to 28 weeks. After this time, employees may be eligible for other forms of financial support, such as Employment and Support Allowance (ESA).

How much is statutory sick pay?

As of April 2021, the statutory sick pay rate is £96.35 per week. This amount is paid for up to 28 weeks and is subject to tax and National Insurance deductions. Some employers may offer enhanced sick pay schemes that provide higher levels of pay for longer periods of time, so it is important for employees to check their employment contract or company policy for details on sick pay entitlements.

Employees who do not qualify for SSP may still be entitled to other forms of financial support, such as Universal Credit or Personal Independence Payment. It is important for employees to seek advice from their employer or a welfare rights organization if they are unsure of their entitlements.

What happens if an employee is off sick for longer than 28 weeks?

If an employee is unable to return to work after 28 weeks of sickness absence, they may be eligible to claim Employment and Support Allowance (ESA). ESA is a benefit provided by the government to individuals who are unable to work due to illness or disability. Employees can apply for ESA through the Department for Work and Pensions (DWP) and may be required to undergo a Work Capability Assessment to determine their eligibility.

Employees who are off sick for longer periods of time may also be entitled to other forms of financial support, such as Personal Independence Payment (PIP) or Disability Living Allowance (DLA). These benefits are intended to help individuals meet the costs of living with a disability or long-term illness, and are not dependent on employment status.

Supporting employees through sickness absence

Employers play a key role in supporting employees through sickness absence and ensuring that they receive the appropriate financial support. This includes providing a safe and healthy working environment, promoting wellbeing initiatives, and offering flexible working arrangements where possible.

Employers should also have clear policies and procedures in place for managing sickness absence, including how SSP is administered and when it starts. By communicating openly with employees about their entitlements and offering support where needed, employers can help to reduce the impact of sickness absence on both the individual and the business.

In conclusion, understanding when statutory sick pay starts is important for both employers and employees. By knowing the eligibility criteria, waiting period, and payment rates for SSP, employees can ensure they receive the support they need during times of illness or injury. Employers also play a crucial role in supporting employees through sickness absence and should have clear policies in place to manage SSP effectively. By working together, employers and employees can navigate sickness absence more effectively and ensure that individuals receive the financial support they are entitled to.