When an employee falls ill or is unable to work due to a medical condition, they may be entitled to receive Statutory Sick Pay (SSP) from their employer However, many individuals are often unsure of when exactly SSP starts and how it is calculated In this article, we will discuss the eligibility criteria for SSP and outline the circumstances in which it begins.
To begin with, it is important to understand that SSP is a payment made by employers to employees who are unable to work due to illness or disability This payment is intended to provide financial support to employees during periods of sickness absence The current rate of SSP is £96.35 per week and is paid for up to 28 weeks.
In order to be eligible for SSP, an employee must meet certain criteria Firstly, the individual must be classified as an employee and have been off work due to illness for at least four consecutive days (including non-working days) Secondly, the employee must earn a minimum of £120 per week before tax It is worth noting that individuals who are self-employed or do not meet the earnings threshold may not be entitled to receive SSP.
Once an employee meets the eligibility criteria, SSP typically starts on the fourth day of absence from work This is known as the waiting period, and the first three days of sickness absence are referred to as ‘qualifying days’ when does statutory sick pay start. It is important to note that employers are not required to pay SSP for the first three qualifying days, unless the contract of employment states otherwise.
If an employee is off work due to illness for more than seven days, including weekends and bank holidays, they are required to provide their employer with a doctor’s note, also known as a ‘fit note’ or ‘sick note’ This document serves as evidence of the employee’s inability to work and provides details of the expected duration of the sickness absence Failure to provide a fit note may result in the employee not being eligible to receive SSP.
In cases where an employee’s sickness absence continues beyond 28 weeks, they may be eligible to apply for Employment and Support Allowance (ESA) from the government ESA is a benefit for individuals who are unable to work due to illness or disability and provides financial support to those who are not entitled to SSP or have exhausted their SSP entitlement.
It is important for employers to keep accurate records of their employees’ sickness absence and SSP payments to ensure compliance with statutory requirements Employers must maintain records of SSP payments, including details of the amount paid, the dates of sickness absence, and any relevant documentation such as fit notes.
In summary, Statutory Sick Pay (SSP) starts on the fourth day of sickness absence for eligible employees who earn at least £120 per week before tax The first three days of sickness absence are considered ‘qualifying days’, and SSP is paid for up to 28 weeks Employees must provide their employer with a doctor’s note if their sickness absence extends beyond seven days, and failure to do so may impact their eligibility for SSP.
Understanding when SSP starts and the eligibility criteria for receiving it is essential for both employees and employers By familiarizing themselves with the rules and regulations surrounding SSP, individuals can ensure they receive the financial support they are entitled to during periods of sickness absence.