When Does Statutory Sick Pay Start?

When an employee falls ill and is unable to work, understanding when statutory sick pay (SSP) starts is important for both the employee and employer SSP provides financial support to employees who are unable to work due to illness, but there are specific rules and requirements that determine when an employee qualifies for SSP In this article, we will explore when statutory sick pay starts and what both employees and employers need to know about this important benefit.

Statutory Sick Pay is paid by the employer to employees who are too ill to work and have been off sick for four or more days in a row, including non-working days The current rate of SSP is £95.85 per week and is paid for up to 28 weeks In order to qualify for SSP, the employee must be earning an average of at least £120 per week before tax.

SSP starts on the fourth day that an employee is off sick, known as the qualifying period This means that the first three days of sickness are known as waiting days and are not eligible for SSP However, if the employee has been off sick for at least four days in a row, including non-working days, SSP will then start from the fourth day onwards.

It is important for employees to notify their employer of their sickness as soon as possible in order to qualify for SSP Employers may have their own rules and procedures regarding reporting sickness absence, so it is essential for employees to familiarize themselves with their company’s policy Notifying the employer promptly will ensure that SSP is paid from the qualifying period and that there are no delays in receiving the benefit.

In some cases, employees may be eligible for SSP from the first day of sickness if they have been off sick for four or more days in a row and have been paid less than SSP in the current tax year This is known as linked periods of sickness and is designed to provide additional support to employees who require frequent periods of sick leave when does statutory sick pay start. However, these linked periods are subject to certain conditions and must be verified by the employer.

Employers play a crucial role in administering SSP and ensuring that eligible employees receive the benefit that they are entitled to It is the employer’s responsibility to keep accurate records of sickness absence, notify employees of their entitlement to SSP, and make the necessary payments in a timely manner Employers may require evidence of sickness, such as a doctor’s note, in order to process SSP payments and comply with legal requirements.

Employers should also be aware of the rules and regulations surrounding SSP, including the maximum duration of 28 weeks and the eligibility criteria for employees Failing to comply with these rules can result in legal consequences and penalties, so it is essential for employers to stay informed and up to date with their responsibilities regarding SSP.

In conclusion, statutory sick pay starts on the fourth day of sickness absence for eligible employees who have been off sick for four or more days in a row It is paid by the employer at a rate of £95.85 per week for up to 28 weeks, subject to certain conditions and requirements Both employees and employers play a crucial role in ensuring that SSP is administered correctly and that eligible employees receive the financial support that they are entitled to By understanding when statutory sick pay starts and following the necessary procedures, both parties can navigate the complexities of sick leave with confidence and clarity