Understanding Statutory Sick Pay: What You Need To Know

statutory sick pay, commonly referred to as SSP, is a payment made by employers to employees who are unable to work due to illness or injury. The purpose of SSP is to provide financial support to employees during periods of sickness, ensuring that they are not left without income while they are unable to work. In this article, we will explore the key aspects of statutory sick pay and what employers and employees need to know about this important benefit.

Who is Eligible for statutory sick pay?

In order to qualify for statutory sick pay, an employee must meet certain eligibility criteria. To be eligible for SSP, an employee must be:

– Currently employed
– Earn at least £120 per week
– Not be on maternity or paternity leave

In addition, the employee must be unable to work due to illness or injury for a period of at least four consecutive days, including non-working days.

How Much statutory sick pay Will I Receive?

The rate of SSP is set by the government and is subject to change each year. As of 2021, the current rate of SSP is £96.35 per week. This amount is paid for up to 28 weeks of sickness absence. It is important to note that SSP is paid by the employer, not the government, and is subject to tax and National Insurance deductions.

Employers are required to pay SSP to eligible employees for the duration of their sickness absence, up to a maximum of 28 weeks. After this point, if the employee is still unable to work, they may be eligible for other benefits such as Employment and Support Allowance (ESA).

How to Claim Statutory Sick Pay

If you are unable to work due to illness or injury, you should notify your employer as soon as possible. Your employer may require you to provide a doctor’s note, known as a “fit note,” certifying that you are unable to work. Once your employer has been notified of your sickness absence, they will start paying you SSP from the fourth day of your absence.

Your employer will continue to pay you SSP for up to 28 weeks, or until you return to work, whichever comes first. If you are still unable to work after 28 weeks, you may be eligible for other forms of financial support such as ESA.

What Happens if I Am Dismissed While on Sick Leave?

If you are dismissed while on sick leave, you are still entitled to receive SSP from your employer for the duration of your sickness absence, up to a maximum of 28 weeks. Your employer cannot dismiss you for being off sick, as this would be considered unfair dismissal.

If you are dismissed while on sick leave, you may be entitled to additional compensation, depending on the circumstances of your dismissal. It is important to seek legal advice if you believe you have been unfairly dismissed while on sick leave.

Understanding Your Rights and Responsibilities

As an employer, it is important to understand your responsibilities when it comes to statutory sick pay. You are required to pay SSP to eligible employees who are unable to work due to illness or injury, up to a maximum of 28 weeks. You must keep accurate records of SSP payments and comply with all relevant legislation.

As an employee, it is important to understand your rights when it comes to statutory sick pay. If you are unable to work due to illness or injury, you are entitled to receive SSP from your employer for up to 28 weeks. You must notify your employer of your sickness absence as soon as possible and provide any necessary documentation, such as a doctor’s note.

In conclusion, statutory sick pay is an important benefit that provides financial support to employees who are unable to work due to illness or injury. By understanding the eligibility criteria, claiming process, and rights and responsibilities associated with SSP, both employers and employees can ensure that they comply with the law and receive the support they need during periods of sickness absence.