Understanding Statutory Sick Pay (SSP): A Guide for Employees and Employers
Statutory Sick Pay (SSP) is a crucial benefit for employees who are unable to work due to illness. This article provides an overview of SSP, including eligibility criteria, payment details, and the responsibilities of both employees and employers.
What is Statutory Sick Pay (SSP)?
Statutory Sick Pay is a government-mandated benefit in the UK that provides financial support to employees who are off work due to illness. It ensures that workers receive a minimum level of income during periods of sickness, helping to alleviate financial stress and support recovery.
Eligibility Criteria
To qualify for SSP, employees must meet the following criteria:
Employment Status: You must be classified as an employee and have done some work for your employer.
Earnings: You must earn an average of at least £123 per week.
Illness Duration: You must be off work for at least four consecutive days, including non-working days.
Notification: You must inform your employer of your illness within their specified timeframe, usually within seven days.
Payment Details
SSP is paid at a standard rate of £109.40 per week for up to 28 weeks. It is paid by your employer in the same way as your normal wages, with tax and National Insurance contributions deducted as usual. If you are eligible for SSP, it will start from the fourth day of your illness, known as the “qualifying days”.
Employer Responsibilities
Employers have several responsibilities regarding SSP:
Payment: Employers must pay SSP to eligible employees for up to 28 weeks.
Record Keeping: Employers must keep records of SSP payments for at least three years.
Notification: Employers should inform employees of their SSP entitlement and any company-specific sick pay policies.
Employee Responsibilities
Employees also have responsibilities to ensure they receive SSP:
Notification: Inform your employer of your illness as soon as possible, following their notification procedures.
Evidence: Provide any required evidence of your illness, such as a fit note from your doctor if you are off work for more than seven days.
Additional Support
If you are not eligible for SSP or your SSP entitlement has ended, you may be able to apply for other benefits such as Employment and Support Allowance (ESA) or Universal Credit. These benefits can provide additional financial support during extended periods of illness.
Conclusion
Statutory Sick Pay is an essential safety net for employees, ensuring they receive financial support during periods of illness. Understanding your rights and responsibilities regarding SSP can help you navigate sick leave more effectively. Employers also play a crucial role in administering SSP and supporting their employees through illness.