When an employee falls ill and is unable to work, they may be entitled to statutory sick pay (SSP) in the UK But when exactly does SSP start? In this article, we will explore the criteria that determine when SSP kicks in for eligible employees.
First and foremost, it is essential to understand what statutory sick pay is SSP is a payment made by employers to employees who are unable to work due to illness In order to qualify for SSP, the employee must meet certain criteria set by the government.
One of the key determining factors for when SSP starts is the length of the sickness absence In the UK, an employee must be off work due to illness for at least four days in a row (including non-working days) to be eligible for SSP This period is known as the “waiting period” and is the minimum amount of time an employee must be absent before SSP can be paid.
Once the waiting period has been completed, SSP will start from the fourth day of sickness absence This means that the first three days of sickness are known as “waiting days” and are not payable under SSP It is important to note that an employee can qualify for SSP for up to 28 weeks in a single period of sickness absence.
It is also worth mentioning that SSP is only paid for the days that an employee would normally be required to work For example, if an employee falls ill over the weekend when they do not normally work, SSP would start from the first working day after the waiting period.
In some cases, employers may have their own sick pay schemes in place that are more generous than SSP These schemes may provide sick pay from the first day of absence or for a longer period of time than the statutory minimum when does statutory sick pay start. Employees should check their employment contract or company policy to see if they are entitled to any additional sick pay benefits.
Furthermore, employees must inform their employer of their sickness absence and provide the necessary documentation to support their claim for SSP This usually involves providing a self-certification form for absences of up to seven days or a doctor’s note for longer periods of sickness.
It is important to note that SSP is not paid by the government but by the employer Employers are responsible for calculating and paying SSP to eligible employees in accordance with the statutory requirements Failure to do so can result in penalties from HM Revenue and Customs.
In some cases, employees may be required to undergo a medical assessment to determine their eligibility for SSP This may be necessary if the employer has reason to believe that the employee is not genuinely ill or if the employee’s sickness absence is an ongoing issue.
If an employee is on a phased return to work following a period of sickness absence, they may still be entitled to SSP for the days that they are unable to work due to their illness SSP can be paid in conjunction with a phased return to work plan as long as the employee meets the eligibility criteria for SSP.
In conclusion, statutory sick pay starts after a waiting period of four days of sickness absence It is payable for up to 28 weeks and only for the days that an employee would normally be required to work Employees must meet certain criteria to qualify for SSP and should inform their employer of their sickness absence in order to receive the benefit Employers are responsible for paying SSP and can face penalties for non-compliance with the statutory requirements.
Overall, understanding when statutory sick pay starts is crucial for both employees and employers to ensure that the correct procedures are followed and that employees receive the support they need during periods of illness.