statutory sick pay (SSP) is a payment made by employers to employees who are unable to work due to illness or injury. It is a legal requirement in the UK and is designed to ensure that employees are able to take time off work to recover from illness without facing financial hardship.
SSP is paid for up to 28 weeks, and employees are entitled to receive £96.35 per week. To be eligible for SSP, employees must have been off work for at least four days in a row, including non-working days such as weekends and bank holidays. They must also earn at least £120 per week.
Employers are responsible for paying SSP to eligible employees, although small businesses can claim back the cost from the government if the total amount of SSP paid in a month exceeds 13% of their total National Insurance contributions.
To qualify for SSP, employees must notify their employer of their absence as soon as possible, and provide a self-certification form if they are off work for more than seven days. This form can be obtained from a doctor or downloaded from the government’s website.
There are some circumstances in which employees may not be entitled to SSP. For example, if they have already received the maximum amount of SSP for the current tax year, or if they are in prison. Some employees may also be entitled to contractual sick pay, which may be more generous than SSP.
Employees on long-term sick leave may be eligible for Employment and Support Allowance (ESA) instead of SSP. ESA is a benefit paid by the government to those who are unable to work due to illness or disability. To qualify for ESA, employees must undergo a work capability assessment to determine their eligibility.
Employees who are not eligible for SSP or ESA may be able to claim other benefits such as Universal Credit or Personal Independence Payment (PIP). These benefits are intended to provide financial support to those who are unable to work due to illness or disability.
It is important for employers to have clear policies in place for managing sickness absence and providing support to employees who are off work due to illness. This can help to ensure that employees are treated fairly and consistently, and that the business remains compliant with legal requirements.
Employers should also be proactive in supporting employees to return to work after a period of sickness absence. This may involve conducting return-to-work interviews, making reasonable adjustments to the workplace, or offering phased return-to-work arrangements.
In some cases, employers may be able to claim back the cost of SSP from the government if they have paid out more than 13% of their total National Insurance contributions in a month. This can help to ease the financial burden of supporting employees who are off work due to illness.
Overall, statutory sick pay is an important benefit that helps to protect employees who are unable to work due to illness or injury. By understanding the eligibility criteria and how to claim SSP, both employers and employees can ensure that they receive the support they need during periods of sickness absence.