What Is Statutory Sick Pay
When it comes to employment, it’s important to understand the rights and entitlements that you have as an employee. One such entitlement is statutory sick pay (SSP). But what exactly is SSP and how does it work?
SSP is a government-mandated payment that employers are required to provide to their employees who are unable to work due to illness or disability. It is a legal requirement and is designed to provide financial support to individuals who are unable to work due to health reasons.
To be eligible for SSP, you must be an employee and have been off work due to illness or disability for at least four consecutive days, including weekends and bank holidays. You must also earn an average of at least £118 per week, and have informed your employer of your absence within the specified time frame.
The current rate of SSP is £96.35 per week and is paid by your employer for up to 28 weeks. Your employer may have their own sick pay scheme in place, in which case they may pay you more than the statutory minimum. However, if you do not meet the eligibility criteria or your sick leave extends beyond 28 weeks, you may be entitled to other benefits such as Employment and Support Allowance (ESA).
In summary, statutory sick pay is a government-mandated payment that provides financial support to employees who are unable to work due to illness or disability. It is important to familiarize yourself with your rights and entitlements regarding SSP to ensure you receive the support you are entitled to.
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Eligibility for Statutory Sick Pay
Not everyone is eligible for Statutory Sick Pay (SSP). In order to qualify, you must meet the following criteria:
- Employment status: You must be an employee and have a contract or agreement of employment, regardless of whether it is written or verbal.
- Minimum earnings: You must earn at least £120 per week before deductions.
- Length of sickness: You must be unable to work due to illness or injury for at least four consecutive days, including weekends and days off.
- Notification: You must notify your employer as soon as possible, preferably within the time frame specified in their sickness absence policy.
- Prior sick pay: You must not have already received the maximum amount of SSP (28 weeks).
It’s important to note that the eligibility requirements may be subject to change, so it’s always a good idea to check with your employer or the official government website for the most up-to-date information.
If you meet all the criteria, you should be entitled to receive Statutory Sick Pay from your employer.
Duration of Statutory Sick Pay
The duration of Statutory Sick Pay (SSP) depends on the employee’s sickness and their employment status. Here are some key points to consider:
| Employment Status | Duration of SSP |
|---|---|
| Employee | Up to 28 weeks |
| Employee receiving Maternity Allowance | Up to 39 weeks |
| Employee receiving Statutory Maternity Pay | Up to 39 weeks |
| Self-employed | Not eligible for SSP |
For employees, the duration of SSP can vary depending on the length of their sickness absence and their eligibility for certain benefits such as maternity allowance or statutory maternity pay. The maximum duration of SSP for employees is 28 weeks. However, if an employee is receiving maternity allowance or statutory maternity pay, they may be entitled to receive SSP for up to 39 weeks.
It’s important for both employers and employees to be aware of the specific rules and regulations regarding SSP duration. Employers should ensure they understand their obligations and responsibilities, including providing the necessary documentation and notifying the employee of their entitlement to SSP. Employees should familiarize themselves with their rights and entitlements, seeking advice if needed, to ensure they receive the correct duration of SSP.
Calculating Statutory Sick Pay
Calculating statutory sick pay (SSP) involves a specific formula that employers must follow to determine the amount of SSP an employee is entitled to receive. The following steps outline how to calculate SSP:
1. Determine the employee’s qualifying days: To qualify for SSP, an employee must have been sick for at least 4 consecutive days (including weekends and non-working days). These days are called qualifying days.
2. Calculate the employee’s average weekly earnings: The employee’s average weekly earnings are used as a basis for calculating SSP. This is typically calculated by taking the total earnings over a specified period (usually the 8 weeks prior to the first day of sickness) and dividing it by the number of weeks in that period.
3. Calculate the standard weekly rate of SSP: The standard weekly rate of SSP is set by the government and is updated annually. For the current rate, employers can visit the government’s website or refer to relevant resources.
4. Reduce the average weekly earnings by any relevant deductions: There may be certain deductions that need to be made from the employee’s average weekly earnings, such as pensions or statutory payments. These deductions should be subtracted from the average weekly earnings.
5. Determine the daily rate of SSP: To calculate the daily rate of SSP, divide the standard weekly rate by 7.
6. Determine the SSP entitlement for each qualifying day: Multiply the daily rate of SSP by the number of qualifying days. This will give you the total amount of SSP the employee is entitled to receive for that period of sickness.
It’s important to note that employers must keep records of SSP calculations and payments for at least 3 years, as they may be audited by the government to ensure compliance with the rules and regulations governing SSP.
| Step | Description |
|---|---|
| 1 | Determine the employee’s qualifying days |
| 2 | Calculate the employee’s average weekly earnings |
| 3 | Calculate the standard weekly rate of SSP |
| 4 | Reduce the average weekly earnings by any relevant deductions |
| 5 | Determine the daily rate of SSP |
| 6 | Determine the SSP entitlement for each qualifying day |
Statutory Sick Pay Rates
Statutory Sick Pay (SSP) rates are set by the government and are subject to change each year. It is important for both employers and employees to be aware of the current rates to ensure compliance with the law.
The current SSP rate is £95.85 per week. This rate applies to employees who are eligible for SSP and have been off work due to illness or injury for four or more consecutive days.
It is worth noting that the SSP rate is the minimum amount that employers must pay their employees who are on sick leave. Some employers may choose to offer their employees more than the statutory minimum.
There are also specific rules regarding when an employee becomes eligible for SSP. Generally, an employee must have been off work due to illness or injury for at least four consecutive days to qualify.
Additionally, employees must earn an average of at least £120 per week to be eligible for SSP. This average is calculated over an 8-week period leading up to the first day of sickness or the employee’s last working day if they have been off work for over 8 weeks.
Employees who are eligible for SSP can receive it for a maximum of 28 weeks. After this period, if an employee is still unable to work due to illness or injury, they may be eligible to receive other benefits such as Employment and Support Allowance (ESA).
It is the responsibility of the employer to pay SSP to eligible employees. They should keep records of any payments made and ensure that they are made in a timely manner.
Overall, understanding the current SSP rates and eligibility criteria is important for both employers and employees to ensure compliance with the law and to ensure that employees receive the appropriate support and benefits when they are unable to work due to illness or injury.
Statutory Sick Pay Benefits
Statutory Sick Pay (SSP) is a benefit provided by the government to support individuals who are unable to work due to illness or incapacity. It ensures that eligible employees receive a regular income while they are unable to work and helps them meet their financial obligations.
There are several key benefits of receiving Statutory Sick Pay:
- Financial Support: SSP provides eligible individuals with a regular income while they are off work due to illness or incapacity. This helps them cover their essential expenses, such as rent or mortgage payments, bills, and groceries.
- Protection from Loss of Income: SSP helps protect employees from a sudden loss of income when they are unable to work. Without this support, individuals may face significant financial difficulties, especially if they do not have access to other forms of income or savings.
- Employment Rights: Being eligible for SSP ensures that individuals can take time off work for health reasons without fear of losing their job. It provides job security and protects employees from discrimination or unfair treatment due to their illness or incapacity.
- Access to Medical Treatment: SSP allows individuals to take the necessary time off work to seek medical treatment, recover, and focus on their health without financial stress. This promotes better health outcomes and ensures that individuals can fully recover before returning to work.
- Support for Employers: SSP benefits not only the employees but also the employers. By providing financial support to their employees during times of illness, employers can maintain a productive and committed workforce. It also helps prevent the spread of contagious illnesses in the workplace.
It is important for employees to understand their entitlement to Statutory Sick Pay and to follow the proper procedures to apply for it. By doing so, they can access the financial support they need while they are unable to work and focus on their recovery.
Statutory Sick Pay Limitations
While statutory sick pay is a valuable form of support for employees who are unable to work due to illness or injury, there are some limitations to be aware of. These limitations may affect the amount of statutory sick pay an individual can receive, as well as the duration of their entitlement.
Amount of Statutory Sick Pay
The amount of statutory sick pay an employee can receive is subject to certain limits. As of April 2021, the current rate of statutory sick pay is £96.35 per week. However, it is important to note that this amount may be subject to change, so it is always best to check the latest regulations.
In addition to the rate limit, there may also be a limit on the total amount of statutory sick pay an individual can receive during a specific period. This limit is usually set at 28 weeks, meaning that after this period, the employee will no longer be eligible for statutory sick pay.
Qualification Period
In order to be eligible for statutory sick pay, employees must meet certain criteria, including a qualification period. The qualification period is usually set at four days, meaning that individuals must have been off work due to illness or injury for at least four consecutive days to qualify for statutory sick pay.
It is important to note that the qualification period does not need to be continuous. If an employee has returned to work for a brief period before falling ill again, the days off due to illness or injury can still be counted towards the qualification period.
Other Benefits and Entitlements
Employees who are receiving statutory sick pay may still be entitled to other benefits and entitlements, such as holiday pay or parental leave. However, it is important to be aware that these benefits may be affected by the individual’s absence from work due to illness or injury.
| Benefit/Entitlement | Affected by Absence? |
|---|---|
| Holiday Pay | Yes, the employee’s entitlement to holiday pay may be affected by their absence from work due to illness or injury. |
| Parental Leave | Yes, an employee’s eligibility for parental leave may be affected if they do not meet the necessary requirements due to their absence from work. |
It is important for employees to understand their rights and entitlements when it comes to statutory sick pay, as well as any limitations that may apply. Employers should also familiarize themselves with these limitations to ensure they are providing the necessary support to their employees.
Statutory Sick Pay Application Process
Applying for Statutory Sick Pay (SSP) is a straightforward process that can be completed online or by mail. To apply, you will need to provide certain information and documentation to prove your eligibility for SSP.
Online Application
If you prefer to apply online, you can visit the government’s website and fill out the SSP application form. You will need to provide your personal details, including your name, address, and National Insurance number. Additionally, you will need to provide details of your employment, such as your employer’s name and address, your job title, and details of your sickness absence.
Once you have completed the online form, you will need to submit it electronically. The government will then review your application and determine whether you are eligible for SSP.
Application by Mail
If you prefer to apply by mail, you can request a paper copy of the SSP application form from the government. You will need to fill out the form with the same information as the online application. Make sure to provide accurate and up-to-date information to avoid any delays in processing your application.
Once you have completed the paper application form, you will need to mail it to the designated address provided by the government. Remember to include any supporting documentation, such as medical certificates or letters from your employer, if required.
| Document Checklist |
|---|
| Completed SSP application form |
| Proof of identity (e.g., passport, driving license) |
| Proof of address (e.g., utility bill, bank statement) |
| Proof of employment (e.g., payslips, employment contract) |
| Medical certificates or letters from your employer (if required) |
Once the government receives your application, they will review all the information and documentation provided. If you are eligible for SSP, you will receive a confirmation letter with details of the amount and duration of your entitlement.
Keep in mind that it is important to apply for SSP as soon as possible, as there is a waiting period before it can be paid. Additionally, make sure to inform your employer of your absence and provide any necessary documentation to support your SSP claim.
Q&A:
What is statutory sick pay?
Statutory Sick Pay (SSP) is a payment provided by employers to employees who are unable to work due to illness. It is a legal requirement in the UK and is designed to provide income support for employees during sickness.
Who is eligible for statutory sick pay?
To be eligible for statutory sick pay, an employee must have been ill for at least four consecutive days, earning at least £120 per week, and have a contract of employment. They must also notify their employer about the sickness within a certain timeframe.
How much is statutory sick pay?
The current rate of statutory sick pay is £96.35 per week. This is the minimum amount that employers are required to pay eligible employees who are unable to work due to illness. However, some employers may choose to offer a higher rate than the statutory minimum.
How long can you receive statutory sick pay?
An employee can receive statutory sick pay for up to 28 weeks. After this period, they may be eligible for other forms of financial support, such as Employment and Support Allowance (ESA).
Can I receive statutory sick pay if I am self-employed?
No, statutory sick pay is only available to employees. If you are self-employed and unable to work due to illness, you may be eligible for other benefits, such as Universal Credit or Employment and Support Allowance (ESA).
