Statutory Sick Pay, or SSP, is designed to provide financial support for employees who are unable to work due to illness This government-mandated benefit is paid by employers when an employee is off work for four or more days in a row But when exactly does SSP start to kick in?
In order to be eligible for SSP, an employee must earn at least £120 per week, be classified as an employee and have been off work for at least four consecutive days SSP is paid for up to 28 weeks, but it does not start on the first day of sickness absence Instead, there is a waiting period before SSP becomes payable.
The waiting period for SSP is known as the ‘qualifying days’, which are the first three consecutive days that an employee is off work due to illness These are known as ‘waiting days’ SSP is not payable for these initial three days, as it is the responsibility of the employer to pay the employee for any sickness absence during this period.
After the three waiting days have passed, SSP will start on the fourth consecutive day that the employee is off work This is known as the ‘qualifying day’ The employee must still be off work due to illness on this day in order to qualify for SSP.
It is important to note that weekends and bank holidays are included in the qualifying days For example, if an employee falls ill on a Friday and is off work for the following Monday and Tuesday, the waiting days would be Friday to Sunday, and SSP would start on the Tuesday.
Employees must inform their employer of their sickness absence within the specified time frame set by the employer This is usually outlined in the company’s sickness absence policy when does statutory sick pay start. Failure to notify the employer within the designated time may result in a delay in the payment of SSP.
Employers are required to keep records of SSP payments made to employees, including the start date of the payment This information should be provided to employees in writing, along with details of how their SSP has been calculated.
If an employee is off work for a continuous period lasting more than eight weeks, they may be required to provide proof of their illness in the form of a ‘fit note’ from their doctor This should confirm that the employee is not fit for work and provide an estimated return to work date Failure to provide a fit note when requested by the employer may result in the suspension of SSP payments.
It is also worth noting that SSP does not accumulate or carry over from one period of sickness absence to another If an employee returns to work for a period of time between periods of sickness absence, the waiting period for SSP will reset, and the employee will need to serve another three waiting days before SSP becomes payable again.
In some cases, employees may be entitled to additional sick pay through their employer’s sick pay scheme This is known as ‘contractual sick pay’ and may provide a higher level of pay and extend the period of payment beyond the 28-week limit of SSP Employers should outline the specifics of their sick pay scheme in the employee’s contract of employment.
In conclusion, statutory sick pay starts on the fourth consecutive day of sickness absence The first three days are known as waiting days, during which the employer is responsible for paying the employee SSP is paid for up to 28 weeks, and employees must meet certain eligibility criteria to qualify for the benefit Failure to comply with the requirements set out by the employer may result in delays or suspension of SSP payments.