Statutory Sick Pay (SSP) is a form of financial support provided by employers to employees who are unable to work due to illness or injury It is a legal requirement for employers to pay SSP to their employees, and the rules surrounding when SSP starts can sometimes be confusing In this article, we will discuss when statutory sick pay starts and what employees need to know about their entitlement to SSP.
When an employee is too ill to work, they may be entitled to SSP from their employer SSP is paid for a maximum of 28 weeks and is intended to support employees who are unable to work due to illness or injury To be eligible for SSP, employees must meet certain criteria, including earning a minimum amount, being ill for at least four days in a row (including non-working days), and notifying their employer of their illness within the specified time frame.
SSP does not start on the first day of illness; instead, there is a waiting period known as the “qualifying days.” The first three days of illness are considered as waiting days and are not eligible for SSP SSP will start from the fourth day of illness, as long as the employee meets the eligibility criteria This means that employees will not receive SSP for the first three days of sickness absence, unless their contract states otherwise.
Employees must notify their employer of their illness within the required time frame in order to be eligible for SSP This is usually within seven days of the first day of illness, but employers may have their own policies regarding notification of sickness absence It is important for employees to familiarize themselves with their employer’s sickness absence policy to ensure they comply with the requirements for SSP.
SSP is paid by the employer in the same way as wages and is subject to the same deductions for tax and National Insurance contributions The current rate of SSP is £96.35 per week for up to 28 weeks when does statutory sick pay start. Employers are responsible for paying SSP to eligible employees and should keep accurate records of sickness absences and SSP payments.
Employees who are not eligible for SSP may be entitled to other forms of financial support, such as Employment and Support Allowance (ESA) or Universal Credit These benefits are administered by the government and are designed to provide financial support to individuals who are unable to work due to illness or disability Employees should check their eligibility for these benefits if they are not entitled to SSP.
It is important for employees to be aware of their rights and entitlements when it comes to sick pay Employers have a legal obligation to pay SSP to eligible employees, but employees must also meet certain criteria in order to qualify for SSP By understanding when statutory sick pay starts and what is required to be eligible for SSP, employees can ensure they receive the financial support they are entitled to when they are unable to work due to illness or injury.
In conclusion, statutory sick pay starts from the fourth day of illness, following a three-day waiting period Employees must meet certain criteria in order to be eligible for SSP, including earning a minimum amount, notifying their employer of their illness within the required time frame, and being unable to work due to illness for at least four days in a row SSP is paid by the employer in the same way as wages and is subject to the same deductions for tax and National Insurance contributions Employees who are not eligible for SSP may be entitled to other forms of financial support, such as ESA or Universal Credit By understanding their entitlement to SSP, employees can ensure they receive the financial support they need when they are unable to work due to illness or injury.