Statutory Sick Pay (SSP) is a form of payment given to employees who are unable to work due to illness or injury It is paid by employers and is intended to provide financial support to employees during periods of sickness But when exactly does SSP start? In this article, we will explore the conditions that must be met for an employee to be eligible for SSP and when they can start receiving payments.
To qualify for SSP, an employee must meet certain criteria Firstly, they must be classed as an employee and have done some work for their employer They must also be ill for at least four consecutive days, including non-working days It is important to note that employees do not have to give their employer a doctor’s fit note if they are off sick for less than seven days.
SSP usually starts on the fourth day of sickness absence, known as the qualifying days These are the days an employee is normally required to work for their employer The first three days are called waiting days, during which the employee is not entitled to SSP Therefore, an employee can start receiving SSP from the fourth day of sickness onwards, provided they meet the eligibility criteria.
Employees are entitled to SSP for up to 28 weeks in a three-year period This period is known as a ‘linked period’ and begins from the first day of sickness absence If an employee has received SSP in the past, their current entitlement will be reduced by the amount of SSP they have already received in that linked period.
Employers are responsible for paying out SSP to eligible employees The current rate of SSP is £96.35 per week for up to 28 weeks Employers must ensure that they keep accurate records of when an employee is off sick and for how long, as well as any payments made It is also important for employers to be aware of their obligations regarding SSP and to inform employees of their entitlements.
There are certain situations where SSP may not apply when does statutory sick pay start. For example, if an employee is receiving Statutory Maternity Pay (SMP) or Statutory Adoption Pay (SAP), they will not be entitled to SSP Similarly, if an employee is incapacity benefit or employment and support allowance, they will not be eligible for SSP It is important for both employers and employees to be aware of these exceptions to avoid any confusion or disputes.
In some cases, an employee may be eligible for SSP even if they are working abroad This is known as ‘overseas sickness’ To be eligible, the employee must normally work in the UK and be liable to pay National Insurance contributions They must also have been off work due to illness or injury for at least four days, including non-working days Employers will need to comply with the rules and regulations surrounding SSP for overseas sickness in order to make payments to eligible employees.
It is important for employers to have clear policies and procedures in place regarding sickness absence and SSP This includes having a sickness absence policy that outlines the steps employees need to take when they are off sick, as well as how SSP will be administered Employers should also ensure that they communicate these policies to their employees and provide them with the necessary support and guidance.
In conclusion, statutory sick pay starts on the fourth day of sickness absence, provided the employee meets the eligibility criteria Employees are entitled to SSP for up to 28 weeks in a three-year period, with the current rate set at £96.35 per week Employers are responsible for paying out SSP and must keep accurate records of sickness absence and payments made It is important for both employers and employees to be aware of their rights and obligations regarding SSP to ensure a smooth and transparent process.