Statutory Sick Pay (SSP) is a form of government-mandated payment that employees in the UK are entitled to when they are unable to work due to illness or injury However, many employees are unsure of when exactly SSP kicks in and how it is calculated In this article, we will delve into the details of when SSP starts and what employees need to know about their rights.
First and foremost, employees must meet certain criteria in order to qualify for SSP To be eligible, an employee must have been off work for at least four days in a row due to illness These four days do not need to be consecutive, but they must fall within a period of incapacity for work (PIW) The PIW period starts on the first day of sickness absence and ends when the employee either returns to work or is deemed fit for work again by a healthcare professional.
Once an employee meets the qualifying criteria, SSP will kick in on the fourth day of absence from work This means that the first three days of sickness are known as “waiting days” and are not eligible for SSP However, some employers may have their own sick pay policies that cover these waiting days, so employees should check with their HR department for more information.
SSP is paid by the employer and is currently set at £96.35 per week for up to 28 weeks The amount of SSP that an employee receives is based on their average weekly earnings and is paid in the same way as their normal wages, either weekly or monthly If an employee is entitled to SSP but their earnings vary from week to week, then the employer must work out an average weekly earnings figure based on the previous eight weeks of pay.
It’s important to note that employees cannot receive SSP for more than 28 weeks in a PIW period After 28 weeks, if the employee is still unable to work due to illness or injury, they may be eligible to apply for Employment and Support Allowance (ESA) through the Department for Work and Pensions (DWP).
Employees who are on long-term sick leave should also be aware of their rights under the Equality Act 2010, which protects individuals from discrimination due to a disability when does statutory sick pay start. Employers are required to make reasonable adjustments to support employees returning to work after a period of sickness absence This could include changes to their working hours, duties, or workplace to accommodate any disabilities or health conditions that the employee may have.
In some cases, employees may choose to take SSP and work part-time if they are able to do so This is known as “phased return to work” and allows employees to gradually increase their hours as they recover from illness or injury Employers must be willing to accommodate this arrangement and should work closely with employees to ensure a smooth transition back to work.
If an employee disagrees with their employer’s decision regarding SSP, they have the right to appeal The first step is to raise the issue informally with their line manager or HR department If a resolution cannot be reached, the employee may escalate the matter to a formal grievance procedure within the company.
In conclusion, statutory sick pay starts on the fourth day of absence from work and is paid by the employer at a set rate for up to 28 weeks Employees must meet certain eligibility criteria and should be aware of their rights under the law If in doubt, employees should seek advice from HR professionals or employment law specialists to ensure that they are being treated fairly and in accordance with the law Remember, your health is important, and you are entitled to the support you need to recover and return to work when you are ready.