For many employees, being unable to work due to illness or injury can be a stressful and challenging time. In the UK, there are provisions in place to provide financial support to employees who are unable to work due to sickness, known as statutory sick pay (SSP). This article will provide an in-depth understanding of what SSP is, who is eligible, how much it pays, 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 or injury. It is a minimum legal requirement that all employers in the UK must adhere to, and it is paid for up to 28 weeks. SSP is designed to help employees who are too ill to work with some income during their sickness absence.
Who is Eligible for Statutory Sick Pay?
To be eligible for Statutory Sick Pay, employees must meet the following criteria:
– They must be classified as an employee and have done some work for their employer.
– They must be sick for at least four consecutive days, including non-working days.
– They must earn an average of at least £120 per week.
– They must inform their employer of their sickness absence within the company’s specific timeline.
Individuals who are self-employed or have already received SSP for 28 weeks are not eligible for SSP. Additionally, employees who are receiving statutory maternity pay or have been terminated by their employer are also not eligible for SSP.
How Much Does Statutory Sick Pay Pay?
The current rate of SSP is £96.35 per week, which is paid for up to 28 weeks. This rate is subject to change annually, so it’s important to check the latest rates on the government’s official website. Employers can choose to pay more than the statutory rate, but they are not legally obliged to do so. SSP is paid in the same way as regular wages, i.e., weekly or monthly, and it is subject to tax and National Insurance contributions.
How to Claim Statutory Sick Pay
To claim SSP, employees must inform their employer of their sickness absence as soon as possible. This can be done by following the company’s specific absence reporting procedures, which may include contacting a designated person or department within the organization. Employers may require employees to provide a doctor’s note or other medical evidence to support their sickness absence.
Employers are required to pay SSP from the fourth qualifying day of sickness absence, and they must continue to pay it for up to 28 weeks. If an employee is off sick for more than 28 weeks, they may be eligible to apply for other benefits, such as Employment and Support Allowance (ESA).
Employers can reclaim SSP from the government if the total amount of SSP paid in a month exceeds 13% of their total National Insurance contributions. This is known as the Percentage Threshold Scheme (PTS), and it helps employers offset the costs of SSP payments to their employees.
In conclusion, Statutory Sick Pay is a vital form of financial support for employees who are unable to work due to illness or injury. It provides a safety net for individuals facing sickness absence and helps them manage their finances during a challenging time. By understanding the eligibility criteria, payment rates, and claiming process of SSP, employees can ensure they receive the support they need when they need it most.