statutory sick pay (SSP) is a form of payment made to employees who are unable to work due to illness or injury. It is a legal requirement in the United Kingdom for employers to provide SSP to their employees, as outlined in the Employment Rights Act 1996. In this article, we will delve into the details of SSP, including who is eligible, how much is paid, and how to claim it.
Who is eligible for SSP?
To be eligible for SSP, an employee must meet certain criteria. They must have been employed for at least four days in a row and have average earnings of at least £120 per week. The employee also needs to be unable to work due to illness or injury for at least four consecutive days, including weekends and bank holidays. SSP can be paid for up to 28 weeks in a single period of sickness absence.
Employees who are self-employed or are on a zero-hours contract are not eligible for SSP. However, they may be entitled to other forms of financial support, such as Employment and Support Allowance or Universal Credit.
How much is paid?
The current rate of SSP is £96.35 per week as of 2022. This amount is paid for up to 28 weeks in a single period of sickness absence. SSP is paid by the employer in the same way as regular wages, usually on the normal payday, and is subject to tax and National Insurance deductions.
Employers are not required to pay SSP for the first three days of sickness absence, known as waiting days. However, if an employee has another period of sickness absence within eight weeks of returning to work, the waiting days are not reset, and SSP should be paid from the first day of absence.
How to claim SSP?
To claim SSP, an employee must inform their employer of their illness or injury and provide a self-certification form, known as an SC2 form, if they are absent for more than seven days. The SC2 form includes details of the employee’s illness or injury and the expected date of return to work.
If the sickness absence lasts for more than seven days, the employee may be required to provide a fit note from their doctor, which outlines the nature of their illness or injury and the expected duration of recovery. The fit note helps the employer and the employee to plan for the return to work and any adjustments that may be needed.
Employers should keep detailed records of SSP payments and sickness absences to ensure compliance with legal requirements. Failure to provide SSP to eligible employees can result in penalties and legal action, so it is important for employers to understand their responsibilities in this regard.
Impact of the COVID-19 pandemic on SSP
The COVID-19 pandemic has highlighted the importance of SSP in supporting employees who are unable to work due to illness or injury. The government introduced temporary measures in response to the pandemic, such as allowing SSP to be paid from the first day of sickness absence and reimbursing employers for SSP payments made to employees with COVID-19.
These measures were aimed at encouraging employees to self-isolate if they had symptoms of COVID-19 or had been in contact with someone who tested positive. The aim was to reduce the spread of the virus in the workplace and protect the health and safety of employees and customers.
In conclusion, understanding statutory sick pay (SSP) is essential for employers and employees alike. By knowing who is eligible, how much is paid, and how to claim SSP, both parties can ensure compliance with legal requirements and support employees who are unable to work due to illness or injury. SSP plays a crucial role in providing financial support to employees during periods of sickness absence and helping them to return to work safely and effectively.