Statutory Sick Pay (SSP) is a form of payment that employees in the UK are entitled to when they are unable to work due to illness or injury It is a legal requirement for employers to pay SSP to their employees, provided that they meet certain criteria But when exactly does statutory sick pay start?
In order to be eligible for SSP, the employee must have been off work due to illness for at least four days in a row, including non-working days This period is known as the qualifying days It is important to note that the first three days of sickness are known as ‘waiting days’ and are not eligible for SSP This means that SSP will start on the fourth day of sickness absence.
To qualify for SSP, the employee must also earn at least £120 per week on average This is known as the Lower Earnings Limit (LEL) If the employee earns less than £120 per week, they will not be eligible for SSP It is worth noting that the LEL is reviewed annually by the government, so it is important to check the current rate before making a claim for SSP.
In addition to meeting the qualifying days and earnings criteria, the employee must also notify their employer of their sickness absence within the specified time frame This is usually within seven days of the first day of sickness Failure to notify the employer within this time frame may result in the employee losing their entitlement to SSP.
Once the employee has met all the eligibility criteria, SSP will start from the fourth day of sickness absence The employer is responsible for paying SSP to the employee in the same way that they would pay their regular wages when does statutory sick pay start. SSP is paid at a flat rate of £96.35 per week for up to 28 weeks It is worth noting that SSP is not taxable, so the employee will receive the full amount without any deductions.
It is important for employers to keep accurate records of SSP payments and sickness absences This includes recording the dates of sickness absence, the amount of SSP paid, and any relevant information relating to the employee’s illness or injury Failure to keep accurate records can result in penalties from HM Revenue and Customs (HMRC) and may also lead to legal action by the employee.
Employees who are not eligible for SSP may still be entitled to other forms of support, such as Statutory Maternity Pay (SMP) or Statutory Adoption Pay (SAP) It is important for employers to be aware of the different types of statutory payments available and to ensure that they are paying the correct amount to their employees.
In some cases, employees may be eligible for SSP even if they are not currently working This could be due to being on maternity leave, paternity leave, adoption leave, or if they are between jobs In these circumstances, the employee should still meet the eligibility criteria for SSP and should notify their employer of their sickness absence as soon as possible.
If an employee is unable to work due to illness or injury for more than 28 weeks, they may be eligible for other forms of financial support, such as Employment and Support Allowance (ESA) It is important for employees to be aware of their rights and entitlements when it comes to sickness absence and to seek advice from a qualified professional if needed.
In conclusion, statutory sick pay starts on the fourth day of sickness absence, provided that the employee meets the eligibility criteria Employers must ensure that they are paying the correct amount of SSP to their employees and keep accurate records of sickness absences and payments Employees who are not eligible for SSP may still be entitled to other forms of support, so it is important to be aware of the different types of statutory payments available.