When it comes to taking time off work due to illness or injury, employees in the UK may be eligible for statutory sick pay (SSP) SSP is a form of financial assistance provided by employers to their employees who are unable to work due to health reasons However, many employees are unsure of when exactly SSP starts, how it is calculated, and what the qualifying criteria are In this article, we will explore when statutory sick pay starts and provide a comprehensive guide to help you understand your rights and entitlements.
Statutory sick pay starts on the fourth day of absence from work due to illness or injury This means that the first three days of absence, known as “waiting days,” are not paid for by the employer Employers are required to pay SSP to eligible employees for up to 28 weeks, provided they meet the qualifying criteria.
To be eligible for SSP, employees must earn at least £120 per week before tax They must also have informed their employer of their absence and provided a doctor’s fit note if their absence lasts more than seven days The fit note, formerly known as a sick note, will outline the employee’s health condition and their expected return date to work.
Employees are entitled to SSP if they have been off work due to illness for at least four consecutive days, including non-working days SSP is paid at a rate of £95.85 per week for up to 28 weeks, although some employers may offer more generous sick pay schemes Employers are required to pay SSP to eligible employees, even if they have only been employed for a short period of time.
It is essential to note that SSP does not apply to self-employed individuals, as they are not considered employees when does statutory sick pay start. Self-employed individuals may be eligible for other forms of financial assistance, such as Universal Credit or Employment and Support Allowance, if they are unable to work due to illness or injury.
If an employee falls ill while on holiday, SSP will not start until they return to work However, if an employee is on sick leave and their sickness extends into a period of pre-booked holiday, they have the right to carry over their unused holiday entitlement to the following year.
Employees who are on long-term sick leave may be eligible for other forms of financial support, such as Employment and Support Allowance Employers are encouraged to provide ongoing support to employees who are on sick leave, such as regular check-ins, access to employee assistance programs, and flexible working arrangements where possible.
It is important for both employers and employees to be aware of their rights and responsibilities when it comes to sick pay Employers must keep accurate records of sickness absence, provide employees with the necessary forms to claim SSP, and pay SSP to eligible employees in a timely manner Employees must keep their employer informed of their absence, provide a fit note if necessary, and cooperate with any return-to-work plans outlined by their employer.
In conclusion, statutory sick pay starts on the fourth day of absence from work due to illness or injury Employees must earn at least £120 per week before tax, inform their employer of their absence, and provide a fit note from a doctor if their absence lasts more than seven days Employers are required to pay SSP to eligible employees for up to 28 weeks, at a rate of £95.85 per week By understanding when statutory sick pay starts and the qualifying criteria, employees can ensure they receive the financial support they are entitled to during periods of ill health.