statutory sick pay (SSP) is a form of payment provided to employees in the UK when they are unable to work due to illness or injury. It is a statutory right for employees, and the amount paid is determined by the government.
Qualifying for statutory sick pay
In order to qualify for SSP, employees must meet certain criteria. Firstly, they must be classified as an employee and have done some work for their employer. They must also have been ill for at least four days in a row (including non-working days) and earn at least £120 per week.
Employees who are on sick leave from work for more than seven days in a row may be required to provide their employer with a “fit note” from a doctor. This note will outline the employee’s condition and how long they are expected to be off work.
How Much is statutory sick pay?
The current rate of SSP is £95.85 per week, and this is paid by the employer for a maximum of 28 weeks. The payment is usually made in the same way as an employee’s normal wages, for example, weekly or monthly.
Employers are responsible for deducting tax and National Insurance contributions from SSP payments. If an employee is receiving SSP and company sick pay, they cannot receive more than their usual wages while on sick leave.
Statutory Sick Pay and Zero Hour Contracts
Employees on zero-hour contracts are also entitled to SSP if they meet the qualifying criteria. The amount they receive is based on their average weekly earnings over the past eight weeks. If their pay varies, the employer should work out an average daily pay rate and calculate SSP from there.
Employers should keep accurate records of SSP payments for employees on zero-hour contracts to ensure they are paid correctly and in a timely manner.
Returning to Work
If an employee is receiving SSP but feels well enough to return to work before the end of the 28-week period, they should inform their employer. Depending on the circumstances, the employer may request a return to work interview to discuss the employee’s wellbeing and any adjustments that may be needed for their return.
Employers have a legal responsibility to support employees in their return to work, including making reasonable adjustments if the employee has a disability.
Statutory Sick Pay and Covid-19
The Covid-19 pandemic has brought about changes to the SSP regulations. Employees who are required to self-isolate due to Covid-19 are entitled to SSP from day one of their absence. This is to encourage people to stay at home if they are unwell or have been in contact with someone who has tested positive for the virus.
Employees who are eligible for SSP due to Covid-19 can obtain an isolation note from the NHS website, which they can provide to their employer as proof of their need to self-isolate.
Final Thoughts
Statutory Sick Pay is an essential provision for employees who are unable to work due to illness or injury. It ensures that employees are not left financially vulnerable during periods of ill health and provides some financial security during difficult times.
Employers should be aware of their responsibilities when it comes to SSP and ensure that payments are made accurately and promptly. By supporting employees throughout their sickness absence and facilitating their return to work, employers can create a positive working environment that prioritizes the health and wellbeing of their workforce.