Statutory Sick Pay (SSP) is a benefit that is paid by employers to employees who are unable to work due to illness or injury It is a legal requirement for all employers to provide SSP to their employees, provided they meet the qualifying conditions But when exactly does statutory sick pay start?
In order to be eligible for SSP, an employee must have been off work sick for at least four consecutive days, including non-working days This is known as the ‘waiting period’, and is the time during which an employee must be off work before they can start receiving SSP However, the waiting period does not include the first three days of sickness, which are known as ‘waiting days’ These waiting days are not paid by the employer and are not eligible for SSP.
This means that SSP will start on the fourth day of sickness absence, as long as the employee meets the qualifying conditions It is important to note that the four-day waiting period is consecutive days, so if an employee has a day off sick, returns to work for a day, and then goes off sick again, the waiting period will start from scratch.
Another important factor to consider is the employee’s average earnings In order to qualify for SSP, an employee must earn at least £120 per week This is known as the ‘lower earnings limit’ If an employee’s earnings fall below this threshold, they will not be eligible for SSP However, if an employee’s earnings vary from week to week, their average earnings will be taken into account when calculating their entitlement to SSP.
Once an employee meets the qualifying conditions for SSP, they will be entitled to receive £96.35 per week for up to 28 weeks when does statutory sick pay start. This amount is paid by the employer and is subject to tax and National Insurance deductions It is important for employers to keep accurate records of when SSP starts and ends for each employee, as failure to pay SSP when it is due can result in penalties from HM Revenue and Customs.
It is worth noting that some employers may offer a more generous sick pay scheme than SSP, such as full pay for a certain period of time In these cases, the employer’s sick pay scheme will override SSP and the employee will receive the higher amount of pay However, if an employee is entitled to SSP but not to the employer’s sick pay scheme, they will receive SSP instead.
In some cases, employees may be eligible for SSP even if they are not actually off work due to illness For example, if an employee is ‘incapable of work’ due to illness or injury, they may still be entitled to SSP even if they are working from home or on reduced hours This is known as ‘incapacity for work’ and is assessed based on the employee’s ability to perform their normal duties.
It is important for both employers and employees to understand when statutory sick pay starts and what the qualifying conditions are By keeping accurate records and following the guidelines set out by HM Revenue and Customs, employers can ensure that their employees receive the sick pay they are entitled to Employees can also familiarize themselves with their rights and entitlements when it comes to sick pay, so they can be prepared in case they need to take time off work due to illness or injury.
In conclusion, statutory sick pay starts after an employee has been off work sick for at least four consecutive days, including non-working days The waiting period does not include the first three days of sickness, and employees must earn at least £120 per week to qualify for SSP Understanding when SSP starts and the qualifying conditions is essential for both employers and employees to ensure that sick pay is paid correctly and on time.