Statutory Sick Pay (SSP) is a government scheme designed to provide financial support to employees who are unable to work due to illness But when does SSP actually start, and what criteria must be met? In this article, we will explore the conditions that need to be fulfilled before SSP payments can begin.
To be eligible for SSP, an employee must have been off work due to illness for at least four consecutive days, including non-working days This period is known as a ‘qualifying period’ The first three days of absence are known as ‘waiting days’, and during this time, the employee is not entitled to SSP However, they may be entitled to other forms of sick pay from their employer, such as contractual sick pay.
SSP is usually paid by employers for up to 28 weeks, providing the employee meets certain criteria For example, the individual must earn at least £120 per week (before tax) to qualify for SSP They must also be classified as an employee, have been off work due to illness for at least four days in a row (including non-working days), and have informed their employer of their absence within the required timeframe.
It’s important to note that SSP is not paid for the first seven calendar days of illness, as these are classified as waiting days After this period, SSP payments should start from the eighth day of absence If an employee is still off work due to illness after seven days, they should notify their employer and provide a ‘fit note’ from a doctor to confirm the need for continued absence A fit note, also known as a doctor’s note or sick note, is a statement from a medical professional that confirms an individual’s illness and their inability to work.
Employers are required to pay SSP to eligible employees for up to 28 weeks, at a rate of £96.35 per week (as of 2021) This amount may be reviewed and adjusted annually by the government Some employers may choose to pay more than the statutory minimum, but they are not legally obliged to do so.
If an employee falls ill while they are on annual leave, SSP will not start until the individual returns to work when does statutory sick pay start. In this case, the employee may be entitled to carry over the unused leave to a later date It’s important for both employees and employers to be familiar with their rights and responsibilities regarding SSP to ensure that payments are made correctly and in a timely manner.
In some cases, employees may be eligible for SSP even if they are not currently working This could include situations where an individual falls ill while on furlough leave or maternity leave In such cases, the individual should notify their employer of their illness and provide the necessary documentation, such as a fit note, to support their claim for SSP Employers should then ensure that SSP payments are made in accordance with the statutory requirements.
It’s important to note that SSP is a taxable income and should be included in an individual’s annual tax return Employers are responsible for deducting the appropriate tax and National Insurance contributions from SSP payments before they are made to the employee Failure to do so could result in legal consequences for the employer.
In summary, SSP payments typically start on the eighth day of absence due to illness, following a qualifying period of four consecutive days Employees must meet certain criteria to be eligible for SSP, including earning at least £120 per week and providing the necessary documentation to support their claim Employers are responsible for ensuring that SSP payments are made correctly and in accordance with the statutory requirements.
Understanding when SSP starts is crucial for both employees and employers to ensure that the scheme operates effectively and that individuals receive the financial support they are entitled to during periods of illness By familiarizing themselves with the rules and regulations surrounding SSP, both parties can navigate the process smoothly and ensure that payments are made correctly and on time.