In the UK, statutory sick pay (SSP) is a government-mandated program that provides financial support to employees who are unable to work due to sickness or injury. This article will take a closer look at what SSP is, who is eligible to receive it, how much they can expect to receive, and how to claim it.
What is statutory sick pay?
statutory sick pay is a form of financial support provided by employers to employees who are unable to work due to illness. It is a legal requirement for employers to pay SSP to their employees who meet the eligibility criteria. The current rate of SSP is £96.35 per week, and it is paid for up to 28 weeks. Employers can choose to pay more than the statutory minimum if they have a sick pay scheme in place.
Who is Eligible for statutory sick pay?
To be eligible for SSP, an employee must meet the following criteria:
– They must be classed as an employee and have done some work for their employer.
– They must earn at least £120 per week on average.
– They must have been sick for at least four consecutive days (including non-working days).
– They must inform their employer of their sickness within the time frame set by the employer (usually within seven days).
Self-employed individuals, agency workers, and those on a zero-hours contract are not eligible for SSP. However, they may be eligible for other forms of financial support, such as Universal Credit or Employment and Support Allowance.
How Much SSP Can You Expect to Receive?
The current rate of SSP is £96.35 per week, and it is paid for up to 28 weeks. Employers are only required to pay SSP for up to 28 weeks in a three-year period, known as the “qualifying period.” During this time, employees are entitled to receive SSP for each period of sickness or injury, as long as they meet the eligibility criteria.
Some employers may choose to pay more than the statutory minimum as part of their sick pay scheme. This can be found in the employee’s contract of employment or the company’s sick pay policy. It is important for employees to understand the terms of their sick pay entitlement before falling ill.
How to Claim Statutory Sick Pay
To claim SSP, employees must inform their employer of their sickness within the time frame set by the employer. This is usually within seven days, but it may vary depending on the company’s sick pay policy. Employees can inform their employer verbally or in writing, depending on the employer’s requirements.
Employers may request a self-certification form (SC2) from their employee as evidence of their sickness. This form allows employees to confirm the dates of their sickness and the reason for their absence. If the sickness lasts for more than seven days, the employee may be required to provide a fit note from their doctor.
Once the employer has been informed of the sickness and has received the necessary evidence, they must process the SSP payments in the employee’s regular payroll. SSP is paid in the same way as the employee’s regular wages, at the same intervals. Employees should receive their SSP at the same time as their wages, unless stated otherwise in the sick pay policy.
In conclusion, statutory sick pay is a vital form of financial support for employees who are unable to work due to illness. It is a legal requirement for employers to pay SSP to eligible employees, providing them with some financial security during their period of sickness. Employees should familiarize themselves with their sick pay entitlement and the process of claiming SSP to ensure they receive the support they are entitled to.