Statutory Sick Pay (SSP) is a benefit provided to employees who are unable to work due to illness. It is a legal requirement for employers to pay SSP to eligible employees, but when does statutory sick pay start?
SSP entitlement usually begins on the fourth consecutive day of absence from work due to illness. This is known as the qualifying period, as employees must have been off work for four or more days in a row to be eligible for SSP. The first three days of sickness are called ‘waiting days,’ and these are not paid by the employer.
This means that employees must self-certify their illness for the first seven days of absence and provide their employer with a Fit Note from a doctor if their illness lasts longer than a week. Once the qualifying period has been met, SSP will start from the first day of absence.
It is important for employees to notify their employer of their sickness as soon as possible, as this will determine when their SSP entitlement begins. Employers may have specific procedures in place for reporting sickness, so it is important to follow these guidelines to ensure that SSP is paid correctly and on time.
SSP is paid by the employer at a rate of £95.85 per week for up to 28 weeks. To be eligible for SSP, employees must earn at least £120 per week and have been off work due to illness for at least four days in a row. Employees who do not meet these criteria may be entitled to other benefits, such as Employment and Support Allowance (ESA).
It is worth noting that SSP is not available to self-employed individuals, as they are not employees and do not pay National Insurance contributions. Self-employed individuals who are unable to work due to illness may be eligible for other benefits, such as Universal Credit or Personal Independence Payment (PIP).
Employees who are not eligible for SSP may be entitled to other forms of sick pay, such as contractual sick pay or company sick pay. These additional benefits are not a legal requirement, but many employers offer them as part of their employment policies.
In some cases, employees may be entitled to receive SSP from more than one employer if they have more than one job. Each employer will pay SSP separately, based on the employee’s earnings from that job. Employees should notify both employers of their illness and provide any required documentation to ensure that SSP is paid correctly by each employer.
If an employee’s SSP entitlement has ended and they are still unable to work due to illness, they may be eligible for other benefits, such as ESA or Disability Living Allowance (DLA). These benefits are provided by the government and are designed to support individuals who are unable to work due to illness or disability.
Employees who are off work due to illness for an extended period may also be entitled to Statutory Maternity Pay (SMP) or Statutory Adoption Pay (SAP) if they become pregnant or adopt a child during their absence. These benefits are separate from SSP and have different eligibility criteria.
In conclusion, statutory sick pay starts on the fourth consecutive day of absence from work due to illness, after the qualifying period has been met. Employees must self-certify their illness for the first seven days and provide a Fit Note from a doctor if their illness lasts longer than a week. SSP is paid by the employer at a rate of £95.85 per week for up to 28 weeks, but employees may be eligible for other benefits if they do not meet the criteria for SSP. It is important for employees to notify their employer of their sickness as soon as possible and follow any specific procedures for reporting sickness to ensure that SSP is paid correctly and on time.