When an employee falls ill and is unable to work, statutory sick pay (SSP) is designed to provide them with financial support. SSP is a payment made by employers to employees who are unable to work due to illness. In this article, we will delve into everything you need to know about statutory sick pay, from eligibility criteria to how it is calculated.
Eligibility for statutory sick pay:
To be eligible for SSP, an employee must meet the following criteria:
1. They must be classified as an employee and have done work for their employer.
2. They must be earning at least £120 per week.
3. They must have been ill for at least four consecutive days, including weekends and bank holidays.
It is important for employers to keep a record of each employee’s sickness absences and ensure they pay SSP to eligible employees.
Calculating statutory sick pay:
The rate of SSP is currently £96.35 per week, and it is paid for up to 28 weeks. However, the amount of SSP an employee receives may vary depending on their earnings. To calculate SSP, an employer should use the employee’s average weekly earnings. If the employee’s weekly earnings are the same each week, then the amount of SSP paid will be straightforward. However, if their earnings vary, then the employer should use a calculation that takes into account their earnings over a certain period.
Employers may choose to pay more than the statutory minimum if they have a company sick pay policy in place, but they cannot pay less than the statutory minimum.
Length of statutory sick pay:
SSP is paid for up to 28 weeks, but it can be extended under certain circumstances. If an employee is on sick leave for more than 28 weeks, they may be able to claim other benefits such as Employment and Support Allowance (ESA). It is important for employees to keep their employer informed about their health condition and provide any necessary medical evidence to support their absence from work.
Returning to Work After Statutory Sick Pay:
Once an employee’s SSP ends, they may be ready to return to work. Employers should have a return-to-work discussion with the employee to ensure they are able to come back to work safely and with any necessary adjustments in place. If an employee is still not fit to work after their SSP ends, they may be eligible for other benefits such as ESA or Universal Credit.
Employers should be supportive of employees who are on sick leave and work with them to ensure a smooth transition back to work.
Statutory Sick Pay and COVID-19:
During the COVID-19 pandemic, many employees have been affected by illness or have had to self-isolate due to the virus. Statutory sick pay rules have been adjusted to support employees during this challenging time. Employees who are self-isolating because they have symptoms of COVID-19 or have been in contact with someone who has tested positive for the virus are eligible for SSP from the first day of absence.
Employers should ensure they understand the latest guidance on SSP and COVID-19 to support their employees effectively during this unprecedented time.
In conclusion, statutory sick pay is a vital support mechanism for employees who are unable to work due to illness. Employers should be aware of their obligations to provide SSP to eligible employees and ensure they calculate and pay it correctly. By following the guidelines set out by the government, employers can support their employees during times of illness and ensure a smooth transition back to work after sick leave.