Statutory Sick Pay: The Ultimate Guide in 2023
Statutory Sick Pay (SSP) is the minimum amount employers must pay employees to be absent due to sickness. It can be paid for up to 28 weeks. Companies may provide more than the SSP rate through a sick leave policy or employee contracts. Ultimately, how much sick leave employees can take and when they can take it varies across companies.
Statutory Sick Pay: What is it?
Statutory sick pay (SSP) is the minimum amount you are legally obliged to pay your employees off work due to illness or injury. It’s paid over 28 weeks and periodically adjusted by the UK government. Most workers experience illness occasionally, and taking a day off for recovery is an expected part of the job. Unfortunately, becoming ill for long periods can be challenging and frustrating for both employees and employers.
|How Much Can I Get
|For How Long
||Up to 28 Weeks
In 1985, the UK government implemented statutory sick pay to ensure all employees received compensation for work-related absences due to illness. Initially covering eight weeks, SSP was extended to 28 weeks in 1986. Individuals must meet several criteria to be eligible for statutory sick pay. Acas offer employees useful information about SSP, which you can read here. You can also find out if you are eligible for SSP through the Citizens Advice website, here.
Statutory Sick Pay: How to Qualify
To qualify, an employee must have been off sick for four consecutive days, including non-working ones. At that point, they must inform their employer that they are too ill to work. Alternatively, they can self-certify that they are sick for up to seven days and present their medical report. Those requiring more than a week’s illness should request a doctor’s note, though this is not mandatory.
You must give your employer a fit note if you’re off work for more than seven days in a row (including non-working days).
You can get a fit note from any of the following healthcare professionals:
- GP or hospital doctor
- registered nurse
- occupational therapist
The note can be printed or digital.
They can request paid holidays while on sick leave, which could help them recover faster and be more beneficial to their health than at work. Sick leave can be used for various reasons, from getting sick to recovering from surgery or an operation.
According to the UK government, people must receive appropriate medical care when they become ill to recover quickly and return to work. Sick leave can help keep your business running efficiently by giving you a break from the day-to-day and enabling you to focus on the bigger picture. Furthermore, it could reduce turnover rates as staff retention rates will be higher and recruits more likely.
Statutory Sick Pay: Who is eligible?
Most employees will experience sickness at some point, and taking time off work to recuperate is commonplace. But things become more intricate for employers and employees when this becomes a long-term condition. If you’re an employee, you may be eligible for statutory sick pay (SSP), though this can be challenging.
To do so, you’ll need to demonstrate that you were ill for at least four days consecutively (passed the waiting period) and weren’t self-employed or on a zero-hours contract. SSP is typically paid out monthly, weekly or fortnightly depending on your employer’s sick pay policy, and tax and National Insurance are deducted.
As this is a legal obligation under UK law, ask your employer to confirm this in writing before agreeing to any sick pay payments. Sicking can be an unpleasant experience, but you should strive to remain positive and focus on your recovery.
Furthermore, remember that benefits are available if you cannot return to work, such as Universal Credit which could provide financial support during sickness absence. Employers must establish an equitable sick pay policy that employees and managers can understand. This should be communicated in writing through your employment details document, outlining how much sick pay employees can receive.
Statutory Sick Pay: Providers
Unum is a leading provider of employee benefits and can assist you and your staff regarding sickness absences. Their Group Income Protection provides financial assistance for long-term sickness absences, allowing employees to access more money than would otherwise be available through an occupational sick pay scheme.
Management of sickness absence can be costly for your business and employees, so taking the necessary steps to create a sound strategy is worth taking. A great place to start is having an open dialogue with your HR team about how best to manage this effectively. If you need help figuring out where to start, consider contacting an employer support organization such as Advice NI, which offer free, impartial advice and assistance.
Statutory Sick Pay: How Much Am I Entitled To?
Statutory sick pay (SSP) is a payment employers must make to employees who cannot work due to illness. You can get £109.40 per week in Statutory Sick Pay ( SSP ) if you’re too ill to work, and it’s a legal requirement in the UK and designed to cover people who become unwell for at least 28 weeks.
As an employer, you must ensure all sickness absence is managed appropriately. The key is having an employee sickness policy and system for recording absences. It’s essential to ensure any statutory sick pay provided to an employee is included in their regular payslip, as national insurance and income tax will be deducted from their paycheck.
Many companies offer employees an enhanced sick pay rate to attract and retain talent. It’s an effective way to keep employees healthy and content. A survey of over 1,000 UK adults revealed that 61% had taken a duvet day to recover from fatigue, anxiety or stress. Such days can allow employees to step away from the office and recharge. According to the illness, workers may be eligible for up to four days off work.
Self-employed workers must earn £120 weekly to be eligible for SSP benefits. Unfortunately, those on zero-hours contracts often cannot take advantage of this benefit. Sick leave policies vary across businesses, and it is ultimately up to HR teams, line managers and employees to negotiate how much leave is granted. But the CIPD emphasises the significance of employers recognizing the connection between an employee’s health and well-being and how that impacts a business.
Statutory Sick Pay: How to Claim
Statutory sick pay (SSP) is a legal obligation employers must provide to employees absent due to illness. Employees on part-time and fixed-term contracts, agency workers, and casual or zero-hours workers who meet government eligibility criteria are eligible for SSP benefits.
Maintaining a logbook with this information can be beneficial so that you can quickly recall when and why you were off sick. Doing so may even assist if there’s an argument over Social Security Benefits (SSP) payment. It is necessary to demonstrate what you were earning at the time of illness.
Employees can claim up to 28 weeks of SSP if they become ill and must take time off work. However, self-employed individuals or those who don’t meet the qualifications may be able to claim Employment and Support Allowance or Universal Credit instead.
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