Statutory Sick Pay (SSP) is a payment made by employers to employees who are unable to work due to illness or injury. SSP is paid for up to 28 weeks and is set by the government. But when does statutory sick pay start?
In the UK, statutory sick pay usually starts on the fourth day of absence due to illness or injury. This means that if an employee is off work due to sickness for three consecutive days or less, they are not entitled to SSP. The fourth day of absence is known as the waiting or qualifying period, and SSP begins from this day onwards.
However, there are some exceptions to this rule. Employees are entitled to SSP from the first day of sickness if they have been off work due to illness or injury for at least four days in a row and have been paid less than the lower earnings limit in the eight weeks prior to the sickness absence. In other words, if an employee’s earnings fall below a certain threshold in the eight-week period before the sickness absence, they are entitled to SSP from the first day of absence.
It’s worth noting that the waiting period includes weekends and bank holidays. For example, if an employee calls in sick on a Thursday and is still off work on Friday, Saturday, and Sunday, SSP would start from Monday, the fourth day of absence. However, if the employee returns to work on Monday but then calls in sick again on Tuesday, SSP would start on Wednesday, the fourth day of their new absence.
Employers are required to pay SSP to eligible employees for up to 28 weeks, as long as the employee remains off work due to sickness or injury. If an employee returns to work and then falls ill again within eight weeks of their previous illness, the waiting period does not restart, and SSP continues from where it left off.
To be eligible for SSP, employees must meet certain criteria. They must have been off work due to illness for at least four days in a row (including weekends and bank holidays), earn at least £120 a week, and inform their employer of their sickness absence within the company’s deadline. Employees must also provide their employer with proof of sickness, such as a doctor’s fit note, if they are off work for more than seven days.
Some employers offer more generous sick pay schemes than SSP, known as company sick pay or occupational sick pay. These schemes may pay employees their full salary for a certain period of time, or offer other benefits such as access to private healthcare. Employers are legally required to pay SSP to eligible employees, but they can choose to provide additional sick pay if they wish.
If an employee disagrees with their employer’s decision not to pay SSP, they can appeal the decision through the company’s internal grievance procedure. If the issue is not resolved internally, the employee may be able to take their case to an employment tribunal. It’s important for employees to be aware of their rights and entitlements when it comes to sick pay, and to seek advice if they believe they are being treated unfairly.
In conclusion, statutory sick pay usually starts on the fourth day of absence due to illness or injury. Employees must meet certain criteria to be eligible for SSP, and must inform their employer of their sickness absence within the company’s deadline. If an employee disagrees with their employer’s decision not to pay SSP, they can appeal the decision through the company’s internal grievance procedure. It’s essential for employees to be informed about their rights and entitlements when it comes to sick pay, and to seek advice if necessary.