statutory sick pay, also known as SSP, is a payment made by employers to employees who are unable to work due to illness. This statutory benefit is intended to provide financial support to employees who are too sick to work for a period of time. In this article, we will discuss everything you need to know about statutory sick pay.
Eligibility for statutory sick pay
In order to qualify for Statutory Sick Pay, an employee must meet certain eligibility criteria. Firstly, the employee must be classified as an employee, not self-employed or a worker. Secondly, the employee must have been ill for at least four consecutive days, including non-working days. Thirdly, the employee must earn an average of at least £120 per week.
It’s important to note that employees who have been on sick leave for more than 28 weeks are no longer eligible for Statutory Sick Pay. In such cases, they may be eligible for other forms of sick pay, such as long-term sick pay or occupational sick pay.
Calculating Statutory Sick Pay
Employers are required to pay Statutory Sick Pay for up to 28 weeks. The rate of SSP is £95.85 per week for the 2021/2022 tax year. This amount is subject to change annually, so it’s important to check the current rate when calculating SSP for employees.
SSP is paid for the days that an employee would normally have worked. For example, if an employee works Monday to Friday, SSP would be paid for those days. If an employee works irregular hours, the average weekly earnings will be used to calculate the daily SSP rate.
Claiming Statutory Sick Pay
Employees who are eligible for Statutory Sick Pay must notify their employer as soon as possible about their illness and inability to work. Employers may request proof of illness, such as a doctor’s note, after seven days of absence. It’s important for employees to keep their employer informed of their progress and expected return to work date.
Employers are responsible for paying Statutory Sick Pay to eligible employees, which is usually done as part of the normal payroll process. Employers can reclaim a portion of SSP from the government if the total SSP paid in a month exceeds a certain threshold, known as the Percentage Threshold Scheme.
Supporting Employees on Sick Leave
Employers are encouraged to support employees who are on sick leave by maintaining regular contact, offering flexible working arrangements, and providing access to any necessary support or adjustments. This can help employees feel valued and supported during a difficult time.
Employees on sick leave may also be entitled to other benefits or support, such as Statutory Maternity Pay, Statutory Paternity Pay, or Statutory Adoption Pay. Employers should be aware of these additional entitlements and ensure that employees are informed of their rights.
Returning to Work
When an employee is ready to return to work after a period of sick leave, it’s important for employers to conduct a return-to-work interview to discuss the employee’s health, their ability to perform their job duties, and any necessary adjustments or accommodations. This can help ensure a smooth transition back to work and support the employee’s well-being.
In conclusion, Statutory Sick Pay is a valuable benefit that provides financial support to employees who are unable to work due to illness. By understanding the eligibility criteria, calculating SSP correctly, and providing appropriate support to employees on sick leave, employers can help their employees navigate this challenging time and return to work successfully.