Being unable to work due to illness or injury can be a stressful and uncertain time for many employees To provide some financial support during these difficult circumstances, the UK government has implemented statutory sick pay (SSP) as a safety net for eligible workers However, many employees are unsure of when exactly SSP kicks in and how to apply for it In this article, we will take a closer look at when statutory sick pay starts and what employees need to know.
Statutory sick pay is a form of financial support provided by employers to employees who are unable to work due to illness or injury To be eligible for SSP, individuals must meet certain criteria set out by the government Firstly, employees must be off work for at least four consecutive days including non-working days to qualify for SSP The first three days are known as ‘waiting days’, during which employees are not entitled to any SSP However, if an employee is off work for more than seven days, including non-working days, they will be eligible for SSP from the eighth day onwards.
It is important to note that SSP is paid by employers and it is their responsibility to ensure that eligible employees receive their entitlement The current rate of SSP is £96.35 per week and it is paid for up to 28 weeks After 28 weeks, employees may be able to claim other benefits such as Employment and Support Allowance (ESA) if they are still unable to work due to illness.
Employees can claim SSP by informing their employer of their illness or injury as soon as possible This can be done by following the company’s sickness absence reporting procedure, which may involve providing a doctor’s sick note or filling out a self-certification form if the absence is less than seven days Employers are required to keep records of SSP payments and provide employees with a statement of their entitlement.
When assessing when statutory sick pay starts, it is important to consider the individual circumstances of each case when does statutory sick pay start. In general, SSP will start on the fourth day of absence from work, as long as the employee meets the eligibility criteria However, there are some exceptions to this rule For example, SSP may start from the first day of absence if the employee is hospitalised due to their illness or injury In such cases, employers should be notified as soon as possible so that the necessary arrangements can be made.
Furthermore, if an employee has been off work due to the same or related illness within the last eight weeks, SSP will start from the first day of absence This is known as a ‘linked period of sickness’ and it is designed to prevent employees from being unfairly penalised for taking time off work for ongoing health issues.
It is also worth noting that SSP will not be paid if an employee is already receiving other benefits such as statutory maternity pay or statutory adoption pay In these cases, the employee’s entitlement to SSP will be suspended until they are no longer receiving the other benefits However, if an employee is receiving payments from a company sick pay scheme, they may still be entitled to SSP alongside these payments.
In conclusion, statutory sick pay is a valuable resource for employees who are unable to work due to illness or injury By understanding when SSP starts and how to apply for it, employees can ensure that they receive the financial support they need during difficult times Employers also play a crucial role in administering SSP and supporting their employees through the process By working together, employers and employees can navigate the complexities of SSP and ensure that those who need it most receive the support they deserve.