When people are unable to work due to illness or injury, it can have serious financial consequences. Fortunately, in the United Kingdom, there is a safety net in place in the form of statutory sick pay (SSP). SSP is a payment made by employers to employees who are unable to work due to illness or injury. In this article, we will explore everything you need to know about statutory sick pay.
Who is Eligible for statutory sick pay?
In order to be eligible for statutory sick pay, employees must meet certain criteria. Firstly, employees must have been off work due to illness or injury for at least four consecutive days, including non-working days. Employees must also be earning an average of at least £120 per week to qualify for SSP. It is worth noting that employees must inform their employer of their absence and provide the necessary documentation, such as a doctor’s note, to qualify for SSP.
How Much is statutory sick pay?
The current rate of statutory sick pay in the UK is £96.35 per week. This amount is paid by employers for up to 28 weeks. It is important to note that employers are not allowed to pay less than the statutory sick pay rate, even if the employee would normally earn less. However, some employers may offer additional sick pay on top of SSP as part of their employment contracts.
When Does statutory sick pay Start and End?
Statutory sick pay usually starts on the fourth day of an employee’s absence from work due to illness or injury. The first three days of absence are known as “waiting days” and are not paid. SSP ends after 28 weeks of absence, at which point employees may be eligible for other forms of financial support, such as employment and support allowance (ESA).
Can Employees Get Statutory Sick Pay While Furloughed?
In light of the COVID-19 pandemic, many employees have found themselves on furlough leave. If an employee is on furlough leave and becomes ill, they can still receive SSP. Employers can claim back up to two weeks of SSP for each employee who is off work due to COVID-19.
What If Employees Do Not Qualify for Statutory Sick Pay?
If employees do not qualify for statutory sick pay, they may be eligible for other forms of financial support, such as employment and support allowance (ESA). Employees who are self-employed or unemployed may also be able to claim benefits such as universal credit. It is important for employees to explore all available options if they are unable to work due to illness or injury.
What Are Employers’ Responsibilities for Statutory Sick Pay?
Employers are responsible for paying statutory sick pay to eligible employees and ensuring that they receive the correct amount. Employers must keep records of SSP payments made and provide employees with a written statement detailing how much SSP they will receive and when it will be paid. Employers must also report SSP details to HM Revenue and Customs (HMRC) on their payroll reports.
In conclusion, statutory sick pay provides a vital safety net for employees who are unable to work due to illness or injury. By understanding who is eligible for SSP, how much is paid, when it starts and ends, and employers’ responsibilities, employees can ensure they receive the financial support they need during difficult times. It is important for both employees and employers to be aware of their rights and obligations regarding statutory sick pay, as it plays a crucial role in ensuring the well-being of the workforce.