As an employee, it’s important to know your rights and entitlements when it comes to sick leave. statutory sick pay (SSP) is a key aspect of the UK’s employment law that provides financial support to employees who are unable to work due to illness. In this article, we’ll take a closer look at what statutory sick pay entails, who is eligible for it, and how you can claim it when needed.
What is statutory sick pay (SSP)?
statutory sick pay (SSP) is a payment made by employers to employees who are unable to work due to illness or injury. It is a statutory requirement in the UK, meaning that employers are legally obligated to pay SSP to eligible employees. SSP is intended to provide basic financial support to employees during periods of sickness, helping them to cope with loss of earnings while they are unable to work.
Who is eligible for Statutory Sick Pay?
Not all employees are entitled to receive SSP. To qualify for SSP, an employee must meet the following criteria:
– They must be classed as an employee and have started work.
– They must be earning at least £120 per week (before tax).
– They must have been sick for at least 4 days in a row (including non-working days).
– They must inform their employer of their illness within the specified time frame.
If an employee meets these criteria, they are entitled to receive SSP for up to 28 weeks. After this period, they may be eligible to claim other benefits such as Employment and Support Allowance (ESA) if they are still unable to work due to illness.
How much is Statutory Sick Pay?
The current rate of SSP is £96.35 per week, and it is paid by the employer for up to 28 weeks. Employers are responsible for deducting tax and National Insurance contributions from SSP payments in the same way as they would for regular wages. If an employee’s average weekly earnings are below £120, they may not qualify for SSP, but they could be eligible for other benefits such as Universal Credit.
How to claim Statutory Sick Pay?
If you meet the eligibility criteria for SSP, you should inform your employer of your illness as soon as possible. You may be asked to provide a doctor’s note, known as a fit note, to confirm your inability to work. Your employer will then assess your eligibility for SSP and make the necessary arrangements for payment.
It’s important to note that you cannot receive SSP for the first 3 days of your illness, known as ‘waiting days’. SSP will start from the fourth day of your sickness absence onward. If you are still unable to work after 28 weeks, you may need to apply for other benefits such as ESA to support you financially.
What are your rights when on Statutory Sick Pay?
While on SSP, you still have certain rights as an employee. Your employment rights, such as paid holiday entitlement, continue to accrue while you are off sick. Your employer cannot dismiss you for being off sick or discriminate against you because of your illness. If you feel that your employer is not following the rules regarding SSP or is treating you unfairly, you should seek advice from a trade union or employment rights organization.
In conclusion, Statutory Sick Pay (SSP) is a valuable form of financial support for employees who are unable to work due to illness. By understanding your rights and entitlements under SSP, you can ensure that you receive the appropriate level of support when you need it most. Remember to inform your employer of your illness promptly and provide any necessary documentation to support your claim for SSP. Your health and well-being should always be a top priority, and SSP is there to help you through difficult times.