statutory sick pay (SSP) is a benefit provided by the government to employees in the UK who are unable to work due to illness. It is a legal requirement for employers to pay SSP to their employees who meet the eligibility criteria. In this article, we will delve into the details of statutory sick pay and provide you with everything you need to know about this important provision.
What is statutory sick pay (SSP)?
Statutory Sick Pay is a form of financial support provided to employees who are unable to work due to illness. It is paid by employers for a period of up to 28 weeks and is intended to help employees who are unable to work due to illness or injury. The amount of SSP that an employee is entitled to depends on their earnings and is paid at a flat rate set by the government.
Who is Eligible for Statutory Sick Pay?
To be eligible for Statutory Sick Pay, employees must meet certain criteria set out by the government. Employees must be earning at least £120 per week, have been ill for at least four consecutive days (including non-working days), and have been employed by their current employer for at least four weeks. Employees must also provide their employer with a doctor’s note (fit note) if they are off work for more than seven days.
Employers are required by law to pay Statutory Sick Pay to eligible employees who meet the criteria. Failure to do so can result in penalties and legal action being taken against the employer.
How Much is Statutory Sick Pay?
The amount of Statutory Sick Pay that an employee is entitled to depends on their earnings. As of 2021, the current rate of SSP is £96.35 per week for up to 28 weeks. Employers are required to pay this amount to eligible employees who meet the criteria. SSP is paid in the same way as wages, usually on the employee’s usual payday, and is subject to tax and National Insurance contributions.
Statutory Sick Pay can be paid for up to 28 weeks in a rolling 3-year period. If an employee has already received their full entitlement of SSP in that period, they may not be eligible to claim SSP again until the 3-year cycle resets.
What if Statutory Sick Pay is Not Enough?
In some cases, employees may find that Statutory Sick Pay is not enough to cover their living expenses while they are off work due to illness. In such situations, employees may be eligible to claim other benefits such as Universal Credit or Employment and Support Allowance (ESA) from the government.
Universal Credit is a means-tested benefit that provides financial support to those who are on a low income or out of work. Employees can apply for Universal Credit if they are unable to work due to illness and are not receiving Statutory Sick Pay or if their SSP has come to an end.
Employment and Support Allowance (ESA) is a benefit for those who are unable to work due to illness or disability. Employees may be eligible for ESA if they are unable to work due to illness and are not receiving Statutory Sick Pay, or if they have exhausted their entitlement to SSP.
Conclusion
In conclusion, Statutory Sick Pay is an important provision that provides financial support to employees who are unable to work due to illness. Eligible employees are entitled to receive SSP from their employer for up to 28 weeks at a flat rate set by the government. Employees who do not meet the criteria for SSP may be able to claim other benefits such as Universal Credit or ESA. It is essential for employers to understand their obligations regarding SSP and to ensure that eligible employees receive the support they are entitled to.