Understanding Statutory Sick Pay: What You Need To Know

When an employee falls ill and is unable to work, they may be entitled to receive statutory sick pay (SSP) from their employer. SSP is a form of financial support provided by the government to individuals who are too sick to work for a period of four or more consecutive days. In this article, we will explore what statutory sick pay is, who is eligible to receive it, how it is calculated, and other important information that employers and employees need to know.

Who is eligible for statutory sick pay? To qualify for SSP, an employee must meet the following criteria:

1. They must be classified as an employee.
2. They must have been off work due to illness for at least four consecutive days, including non-working days.
3. They must earn an average of at least £120 per week.

It is important to note that self-employed individuals, freelancers, and contractors are not eligible for statutory sick pay. Additionally, employees who have already received SSP for 28 weeks or more in the past 3 years may not be eligible to receive it again.

How is statutory sick pay calculated? The current rate of SSP is £96.35 per week and is paid by employers for up to 28 weeks. To calculate the daily rate of SSP, divide the weekly rate by the number of days the employee normally works. Employers are responsible for paying SSP to eligible employees, and they can recover some or all of the costs from the government through a rebate scheme.

Employers are required to keep records of SSP payments and notify their employees of their entitlement to SSP in their employment contracts or staff handbook.

It is important for employees to inform their employers as soon as possible when they are unable to work due to illness. Employers may require a doctor’s note or fit note to verify the employee’s condition and eligibility for SSP.

What are the rules for qualifying for statutory sick pay? In order to qualify for SSP, employees must provide their employer with a doctor’s note, known as a fit note, if they are off work for more than seven days. The fit note will detail the employee’s condition and how it affects their ability to work. Employers may also request additional medical evidence, such as medical reports or letters from specialists, to support the employee’s claim for SSP.

Employees who are not eligible for SSP, such as those who are self-employed or have already received SSP for 28 weeks, may be able to claim other forms of financial support, such as Employment and Support Allowance (ESA) or Universal Credit. These benefits are provided by the government to individuals who are unable to work due to illness or disability.

What are the responsibilities of employers regarding statutory sick pay? Employers are required to pay SSP to eligible employees and keep accurate records of SSP payments. Employers must also notify their employees of their entitlement to SSP and provide them with the necessary forms and information to claim SSP.

Employers can recover some or all of the costs of SSP from the government through a rebate scheme. To claim a rebate, employers must keep records of SSP payments, including the dates of sickness absence, the amount of SSP paid, and the employee’s earnings.

In conclusion, statutory sick pay is a form of financial support provided by the government to employees who are too sick to work. Employees must meet certain criteria to qualify for SSP, such as being classified as an employee, earning at least £120 per week, and being off work due to illness for at least four consecutive days. Employers are responsible for paying SSP to eligible employees and can recover some or all of the costs from the government. It is important for employers and employees to understand their rights and responsibilities regarding SSP to ensure a smooth and fair process.