Statutory Sick Pay (SSP) is a benefit that many employees are entitled to when they are unable to work due to illness or injury. It is a financial support provided by the government to help employees who are off work for an extended period of time. However, not everyone is aware of when SSP actually starts and how it is calculated. In this article, we will answer the question: when does statutory sick pay start?
SSP begins when an employee has been off work due to illness or injury for at least four consecutive days, including weekends and bank holidays. This means that the first three days of sickness do not qualify for SSP, but the payment will start from the fourth day onwards. It is important to note that the employee must have notified their employer of their sickness and provided the necessary documentation, such as a doctor’s note, to be eligible for SSP.
The amount of SSP that an employee is entitled to receive is £95.85 per week for up to 28 weeks. This amount is subject to change each tax year, so it is important to check the current rate before making any calculations. SSP is usually paid by the employer, who will deduct any tax and National Insurance contributions before paying the employee. If the employee is self-employed or does not qualify for SSP, they may be eligible for other benefits such as Employment and Support Allowance (ESA).
It is worth mentioning that SSP is not paid for the first three days of sickness because these days are known as “waiting days”. During this period, the employee is not entitled to any sick pay from their employer, unless stated otherwise in their employment contract. However, if the employee’s sickness continues for more than seven days, they may be required to provide a “fit note” from their doctor to continue receiving SSP.
In some cases, an employee may be eligible for SSP even if they are not off work due to illness or injury. For example, if the employee is in isolation due to COVID-19 or is advised to shield by the government, they may still be entitled to SSP. In these situations, the employee will need to provide evidence of their situation to their employer in order to receive the payment.
It is important for employers to keep accurate records of their employees’ sickness absence and SSP payments, as this information may be requested by HM Revenue and Customs (HMRC) during an audit. Employers should also have a clear policy on sick pay and communicate this to their employees to avoid any confusion or disputes in the future.
In conclusion, statutory sick pay starts when an employee has been off work due to illness or injury for at least four consecutive days, including weekends and bank holidays. The first three days of sickness are considered waiting days and do not qualify for SSP. The amount of SSP that an employee is entitled to receive is £95.85 per week for up to 28 weeks, subject to change each tax year. Employers should keep accurate records of sickness absence and SSP payments to comply with HMRC requirements. Understanding when statutory sick pay starts is essential for both employees and employers to ensure that the benefit is provided in a timely and correct manner.
In summary, statutory sick pay starts from the fourth day of sickness absence, including weekends and bank holidays. This benefit is provided to employees who are unable to work due to illness or injury for at least four consecutive days. Employers should have a clear policy on sick pay and communicate this to their employees to avoid any confusion or disputes in the future. Understanding when SSP starts is crucial for all parties involved to ensure that the benefit is provided accurately and timely.