As an employer, it is crucial to understand and comply with the Statutory Sick Pay (SSP) regulations to ensure that employees are paid when they are unable to work due to illness SSP is a compulsory payment that employers must make to their employees who are off work sick for four or more consecutive days In this guide, we will outline the key points employers need to know about SSP and how to handle it effectively.
1 Eligibility for SSP
To be eligible for SSP, employees must meet the following criteria:
– They must be classified as an employee, not a worker or self-employed individual.
– They must have been ill for at least four consecutive days, including non-working days.
– They must earn an average of at least £120 per week.
– They must inform their employer about their illness within the company’s specified timeframe.
If an employee meets all of these criteria, they are entitled to SSP for up to 28 weeks.
2 Calculating SSP
The current rate for SSP is £96.35 per week (as of 2021/2022), and it is paid for a maximum of 28 weeks To calculate how much SSP to pay an employee, divide their total pay by the number of days they work in the week and multiply it by the number of days they are off sick Employers can use the official HM Revenue & Customs (HMRC) SSP calculator to ensure accurate calculations.
3 When SSP Starts
SSP starts on the fourth consecutive day of sickness absence, including weekends and bank holidays Employers are not required to pay SSP for the first three days of illness, known as ‘waiting days.’ However, if an employee’s sickness lasts for more than four days, SSP must be paid from the fourth day onwards.
4 Company SSP Policies
Employers can have their own company sick pay scheme, provided that it is at least as generous as the SSP scheme This is known as ‘contractual sick pay’ and is usually outlined in the employment contract or company handbook Employers should clearly communicate their sick pay policies to employees to avoid any misunderstandings or disputes.
5 ssp guide for employers. Recording SSP
Employers must keep accurate records of SSP payments made to employees, including the start date of the sickness absence, the amount paid, and the end date of the SSP period These records must be kept for at least three years and be available for inspection by HMRC if requested.
6 Returning to Work
Employees receiving SSP must provide their employer with a ‘fit note’ from a doctor after seven days of sickness absence The fit note will outline the employee’s fitness to work and any adjustments that may be needed upon their return Employers must discuss these recommendations with the employee to facilitate a smooth return to work.
7 SSP Reforms
In response to the COVID-19 pandemic, the UK government introduced temporary changes to SSP regulations, including the removal of the three-day waiting period and allowing SSP for employees who are self-isolating due to COVID-19 Employers should stay updated on any changes to SSP regulations to ensure compliance with the law.
8 Supporting Employees on SSP
Employers have a duty of care to support employees who are on SSP, including regular communication, flexibility with work arrangements, and access to occupational health services if needed Creating a supportive and inclusive work environment can help employees feel valued and motivated to return to work once they are fit to do so.
In conclusion, understanding the SSP regulations is essential for employers to ensure compliance and support employees who are off work due to illness By following this comprehensive guide and staying informed of any updates to SSP regulations, employers can effectively manage sickness absences and create a positive work environment for their employees.