Employees can take many different types of leave while they work for any company. Some leave are unpaid federal holidays, while others are paid time off. Each organization has its own leave policy. There are many types of leave available at work, including sick leave, casual leave and religious holidays.
However, this article will focus on the details of paid sickness leave. You will also learn about statutory sick leave or SSP, and who is eligible for it. You will also learn about the current SSP rate in the UK and the benefits of statutory sickness pay.
What is Statutory Sickpay?
All employers are required to pay their employees statutory sick pay for the first 28 weeks after an employee is absent due to illness. An employee can become ill from an accident, contagious diseases, or disability.
Employees can take many different types of leave while they work for any company. Some leave are unpaid federal holidays, while others are paid time off. Each organization has its own leave policy. There are many types of leave available at work, including sick leave, casual leave and religious holidays.
However, this article will focus on the details of paid sickness leave. You will also learn about statutory sick leave or SSP, and who is eligible for it. You will also learn about the benefits of statutory sickness pay and the current SSP rates in the UK.
What is Statutory Sickpay?
All employers are required to pay their employees statutory sick pay for the first 28 weeks after an employee is absent due to illness. An employee can become ill from an accident, contagious diseases, or disability.
Since 1982, the Act of Social Security and Housing Benefits has had this rule in effect. SSP has been needed more than ever since the pandemic. The UK government has made it a priority to pay the COVID-19-sick workers a fair amount.
The UK government set aside billions of dollars to address the coronavirus problems. The UK government set aside a PS94 per week to pay sickness pay for COVID. This amount is for people in quarantine as well as their caregivers.
What is the Statutory Sick Pay?
The government states that the statutory sick rate for employees is PS96.35 per workweek for up to 28 weeks.
This amount cannot be reduced by employees, but if the organization has sick pay, they may be entitled to more.
What is the eligibility of an employee for Statutory Sickpay?
An employment contract is required for employees who wish to be eligible for the SSP. These are the statutory sick pay rules applicable to employees:
Eligibility
- If employees are too sick to work, you should provide statutory sick pay.
- You must pay the SSP if an employee becomes ill for more than four consecutive days.
- If an employee earns PS120 per week, you should pay them their sick pay.
- If employees are on furlough, they can be eligible for statutory sick leave.
There are exceptions
- For sick pay to be paid, employees must meet the sickness criteria. If they become sick for more than four days or if they fall ill again in less than eight weeks, they will not be eligible to receive sick pay.
- If they are self-employed, they won’t be eligible.
- They are not eligible for the SSP if the statutory maternity payment is received or if the pregnancy-related issue occurs more than four weeks before the baby is due. They are entitled to another type or leave for this reason.
- If they have received no more than 28 weeks of SSP, they are not eligible.
Notification requirements
- Employees must inform you that they are unable to work by the deadline. If they don’t, you can deduct some of their statutory sick leave.
Evidence of sickness
- If an employee shows you a sickness note, you should pay them statutory sick pay. The employee’s doctor will give a sick note to confirm that they are ill.
Statutory Sickpay and COVID-19
The following are the eligibility requirements for SSP during a pandemic:
Eligibility
- Employees who are in self-isolation following contact with COVID-19, or who live with someone with the virus, may be eligible for statutory sick pay.
- You should pay the SSP to anyone who has been notified by NHS about possible contact with someone suffering from COVID.
- Employees who come in contact with people with COVID symptoms are eligible to receive statutory sick pay.
- They are eligible to sick pay if they are advised by a doctor that they should be quarantined before they have surgery.
There are exceptions
- Employees who are self-isolating because they have recently entered the UK cannot be eligible for statutory sick pay.
- If employees are shielded by COVID-19, they are not eligible for statutory sick leave.
Evidence of sickness
- You will need to see the doctor’s isolation letter if an employee is self-isolating.
- All sick employees must be paid starting the day they are eligible for sick pay.
What happens if an employee is not eligible for Statutory Sickpay?
Other rules that may apply to ineligibility include:
- Employees who received Employment and Support Allowance within the past three months.
- If they are serving in the military, they may be detained or placed in legal custody.
- If they are farmers.
- If they work outside the EU.
How do I claim Statutory Sickpay?
Employees must meet the following requirements to be eligible for statutory sick pay:
- A sick note is a form of proof that the person is ill.
- Check that they are eligible to receive sick pay.
- To support your claim, fill out the statutory sick-pay form at this link.
How can employers claim SSP due to COVID?
Employers can get statutory sick pay, which is paid to employees, under the SSP rebate scheme for coronavirus. If:
- SSP has been paid to your employees
- A PAYE payroll plan is available that starts in February 2020.
- In February 2020, there were less than 250 employees for all pay-as-you earn PAYE schemes.
Here are some rules for employers who want to claim SSP:
- You can make a claim for more than one person
- For more than two weeks, you cannot claim.
- This online service allows you to claim your SSP back
- Contact HMRC if you are not eligible, but still want to claim.
Holiday Pay vs. Sick Pay
Employees are entitled to sick pay if they are sick. Holiday pay is an allowance you pay employees while they are on vacation. It is paid to employees as a bonus.
These are some rules that SSP should be observed during holidays
- Employees cannot receive both statutory sick and holiday pay simultaneously.
- If an employee is ill, they can take a vacation.
- Employees who go on vacation are less likely to get sick.
- They can still go on holiday even if they are too weak or physically incapacitated to work.
- A holiday is a great way to help someone with long-term illness.
However, it is up to the employee to decide if they wish to take a vacation while they are sick. An employer cannot force employees to take a vacation while they are sick.
An employee becomes ill during a holiday.
An employee who wishes to take sick leave while on holiday must present their medical report. They are entitled to statutory sick pay during this time.
Sickness Benefit
An employee can get a sickness benefit if they are unable to work due to injury or disability. An employee can receive a sickness benefit up to 120 days per year. An employee may claim a sickness benefit if they:
- Physical tasks are difficult for employees
- They are considered disabled
- They are sick
- Contagious disease
- Mental illnesses can cause you to suffer
Statutory Sickpay Scheme
A few changes are coming from 2022, including the ruling of SSP Ireland. All employees will be entitled to sick leave under the statutory sick-pay scheme. This scheme includes:
- Employers will be paid for sick leave up to 3 days per year in 2022. This can increase to 5 days in 2023, 7 in 2024 and 10 in 2025.
- If their employer doesn’t provide statutory sick leave, all employees have the right of redressal. Employees can complain under the Payment of Wages Act if they don’t receive sick pay, despite it being included in their employment contract. They must fill out the WRC complaint form.
- An employer is liable to pay 70% of the employee’s normal pay as sick leave.
Conditions of the SSP Scheme
- It is essential that employees work for their employer for at minimum 6 months in order to qualify for the SSP.
- A certificate from a general practitioner must also be presented to prove that the employee is entitled to sick pay.
There are some benefits to having the Statutory Sickpay
SSP Pay can be a great option for your employees.
Higher Employee Retention
A survey found that employees who are paid for sick leave can reduce turnover.
It shows that you value your employees
Your employees will be more likely to accept sick time and receive compensation. This builds loyalty between the parties.
Stop Spreading
It helps to stop illness spreading by giving your employees time off during sickness. This is particularly important for employees who come in contact with contagious diseases like COVID-19.
Productivity Increase
It is possible that other employees will also be affected if an employee becomes sick. Employees will not be affected if they are granted sick leave. The sick employee will feel more refreshed and productive when they return to work.
The Work-Life Balance
Employees who take a paid sick day help to maintain their work-life balance. This is especially true if there is no one in the family who can financially support them.
Frequently Asked Questions About Statutory Sickpay
What happens if an employee becomes sick on a public holiday?
An employee who is a full-time worker but is sick during public holidays can receive the Illness Benefit. Part-time employees who are on sick leave during a public holiday can request compensation time from work for the missed holiday. Only one rule: they must have worked for you for at least 40 hours within the past 5 weeks.
What happens if an employee is sick right before a public holiday?
Particularly part-time employees are not eligible to a paid public holiday or unpaid public holiday after a paid sick leave.
What happens to the sick pay if:
An employee has suffered an occupational accident
Part-time employees who have taken 52 weeks off or more due to occupational accidents are not eligible for time off or pay.
An employee has suffered from an ordinary illness
If a part-time employee has taken time off from work due to normal illnesses or accidents for more than 26 consecutive weeks, they are not eligible for pay or time off for public holidays.
What happens to the annual leave if an employee is off sick?
These days do not count as annual leave if an employee is sick during their annual leave. To be able to use their annual leave days on another date, employees must get a medical certification from their doctor. You cannot force an employee to take annual leave if they don’t have a medical certificate.
Is it possible for employees to accrue annual leave?
Employees can accrue their annual leave while they are sick. Only one condition: Employees must have a valid medical certificate. They can carry the certificate for a long-term condition for up to 15 months. Employers should compensate employees for any leave that they don’t use because of illness if an employee leaves the job within the 15-month period.
Rules for sick leave and sick pay
There are rules for sick leaves, whether paid or not.
- Employees may apply simultaneously for sick pay and Illness benefits.
- A clear description of sick leave should be included in an employee contract. The time that employees are eligible to receive sick leave should be included. The policy should mention that employees who are unable to work due to illness will be notified.
- An employee who is unable or unwilling to work for extended periods of time may lose their job. In the event of unfair dismissal, employees have the right not to be dismissed but to report it to the appropriate people.
- Employees who sustain injuries at work but don’t receive sick pay can still get the injury benefit. This is a weekly payment.
Final word on Statutory Sickpay
It is vital for any company to keep track of employees who take time off work. Employers must keep track of every employee who takes time off work and whether they are eligible. Employers must remember the rights of employees, regardless of whether they are entitled to statutory sick leave or other types of leave. Employers who take sick leave are not only a benefit to them, but also your company.
The UK government set aside billions of dollars to address the coronavirus problems. The UK government set aside a PS94 per week to pay sickness pay for COVID. This amount is for people in quarantine as well as their caregivers.
What is the Statutory Sick Pay?
The government states that the statutory sick rate for employees is PS96.35 per workweek for up to 28 weeks.
This amount cannot be reduced by employees, but if the organization has sick pay, they may be entitled to more.
What is the eligibility of an employee for Statutory Sickpay?
An employment contract is required for employees who wish to be eligible for the SSP. These are the statutory sick pay rules applicable to employees:
Eligibility
- If employees are too sick to work, you should provide statutory sick pay.
- You must pay the SSP if an employee becomes ill for more than four consecutive days.
- If an employee earns PS120 per week, you should pay them their sick pay.
- If employees are on furlough, they can be eligible for statutory sick leave.
There are exceptions
- For sick pay to be paid, employees must meet the sickness criteria. If they become sick for more than four days or if they fall ill again in less than eight weeks, they will not be eligible to receive sick pay.
- If they are self-employed, they won’t be eligible.
- They are not eligible for the SSP if the statutory maternity payment is received or if the pregnancy-related issue occurs more than four weeks before the baby is due. They are entitled to another type or leave for this reason.
- If they have received no more than 28 weeks of SSP, they are not eligible.
Notification requirements
- Employees must inform you that they are unable to work by the deadline. If they don’t, you can deduct some of their statutory sick leave.
Evidence of sickness
- If an employee shows you a sickness note, you should pay them statutory sick pay. The employee’s doctor will give a sick note to confirm that they are ill.
Statutory Sickpay and COVID-19
The following are the eligibility requirements for SSP during a pandemic:
Eligibility
- Employees who are in self-isolation following contact with COVID-19, or who live with someone with the virus, may be eligible for statutory sick pay.
- You should pay the SSP to anyone who has been notified by NHS about possible contact with someone suffering from COVID.
- Employees who come in contact with people with COVID symptoms are eligible to receive statutory sick pay.
- They are eligible to sick pay if they have been advised to stay in quarantine by their doctor before they undergo surgery.
There are exceptions
- Employees who are self-isolating because they have recently entered the UK cannot be eligible for statutory sick pay.
- If employees are shielded by COVID-19, they are not eligible for statutory sick leave.
Evidence of sickness
- You will need to see the doctor’s isolation letter if an employee is self-isolating.
- All sick employees must be paid starting the day they are eligible for sick pay.
What happens if an employee is not eligible for Statutory Sickpay?
Other rules that may apply to ineligibility include:
- Employees who received Employment and Support Allowance within the past three months.
- If they are serving in the military, they may be detained or placed in legal custody.
- If they are farmers.
- If they work outside the EU.
How do I claim Statutory Sickpay?
Employees must meet the following requirements to be eligible for statutory sick pay:
- A sick note is a form of proof that the person is ill.
- Check that they are eligible to receive sick pay.
- To support your claim, fill out the statutory sick-pay form at this link.
Employers: How do I claim SSP due to COVID?
Employers can get statutory sick pay, which is paid to employees, under the SSP rebate scheme for coronavirus. If:
- SSP has been paid to your employees
- A PAYE payroll plan is available that starts in February 2020.
- In February 2020, there were less than 250 employees for all pay-as-you earn PAYE schemes.
Here are some rules for employers who want to claim SSP:
- You can make a claim for more than one person
- For more than two weeks, you cannot claim.
- This online service allows you to claim your SSP back
- If you are not eligible, but can claim.
Holiday Pay vs. Sick Pay
Employees are entitled to sick pay if they are sick. Holiday pay is an allowance you pay employees while they are on vacation. It is paid to employees as a bonus.
These are some rules that SSP should be observed during holidays
- Employees cannot receive both statutory sick and holiday pay simultaneously.
- If an employee is ill, they can take a vacation.
- Employees who go on vacation are less likely to get sick.
- They can still go on holiday even if they are too weak or physically incapacitated to work.
- A holiday is a great way to help someone with long-term illness.
However, it is up to the employee to decide if they wish to take a vacation while they are sick. An employer cannot force an employee not to take a vacation while they are sick.
An employee becomes ill during a holiday.
An employee who wishes to take sick leave while on holiday must present their medical report. They are entitled to statutory sick pay during this time.
Sickness Benefit
An employee can get a sickness benefit if they are unable to work due to injury or disability. An employee can receive a sickness benefit up to 120 days per year. An employee may claim a sickness benefit if they:
- Physical tasks are difficult for employees
- They are considered disabled
- They are sick
- Contagious disease
- Mental illnesses can cause you to suffer
Statutory Sickpay Scheme
A few changes are coming from 2022, including the ruling of SSP Ireland. All employees will be entitled to sick leave under the statutory sick-pay scheme. This scheme includes:
- Employers will be paid for sick leave up to 3 days per year in 2022. This can increase to 5 days per year in 2023, 7 days per year in 2024 and 10 days each in 2025.
- If their employer doesn’t provide statutory sick leave, all employees have the right of redressal. Employees can complain under the Payment of Wages Act if they don’t receive sick pay, despite it being included in their employment contract. They must fill out the WRC complaint form.
- An employer is liable to pay 70% of the employee’s normal pay as sick leave.
Conditions of the SSP Scheme
- It is essential that employees work for at least six months in order to qualify for the SSP.
- A certificate from a general practitioner must also be presented to prove that the employee is entitled to sick pay.
There are some benefits to having the Statutory Sickpay
SSP Pay can be a great option for your employees.
Higher Employee Retention
A survey found that employees who are paid for sick leave can reduce turnover.
It shows that you value your employees
Your employees will be more likely to accept sick time and receive compensation. This builds loyalty between the parties.
Stop Spreading
It helps to stop illness spreading by giving your employees time off during sickness. This is particularly important for employees who come in contact with contagious diseases like COVID-19.
Productivity Increase
It is possible that other employees will also be affected if an employee becomes sick. Employees will not be affected if they are granted sick leave. The sick employee will feel more refreshed and productive when they return to work.
The Work-Life Balance
Employees who take a paid sick day help to maintain their work-life balance. This is especially true if there is no one in the family who can financially support them.
Frequently Asked Questions About Statutory Sickpay
What happens if an employee becomes sick on a public holiday?
An employee who is a full-time worker but is sick during public holidays can receive the Illness Benefit. Part-time employees who are on sick leave during a public holiday can request compensation time from work for the missed holiday. Only one rule: they must have worked for you at 40 hours within the past 5 weeks.
What happens if an employee is sick right before a public holiday?
Particularly part-time employees are not eligible to a paid public holiday or unpaid public holiday after a paid sick leave.
What happens to the sick pay if:
An employee has suffered an occupational accident
Part-time employees who have taken 52 weeks off or more due to occupational accidents are not eligible for time off or pay.
An employee has suffered from an ordinary illness
If a part-time employee has taken time off from work due to normal illnesses or accidents for more than 26 consecutive weeks, they are not eligible for pay or time off for public holidays.
What happens to the annual leave if an employee is off sick?
These days do not count as annual leave if an employee is sick during their annual leave. To be able to use their annual leave days on another date, employees must get a medical certification from their doctor. You cannot force an employee to take annual leave if they don’t have a medical certificate.
Is it possible for employees to accrue annual leave?
Employees can accrue their annual leave while they are sick. Only one condition: Employees must have a valid medical certificate. They can carry the certificate for a long-term condition for up to 15 months. Employers should compensate employees for any leave that they don’t use because of illness if an employee leaves the job within the 15-month period.
Rules for sick leave and sick pay
There are rules for sick leaves, whether paid or not.
- Employees may apply simultaneously for sick pay and Illness benefits.
- A clear description of sick leave should be included in an employee contract. The time that employees are eligible to receive sick leave should be included. The policy should mention that employees who are unable to work due to illness will be notified.
- An employee who is unable or unwilling to work for extended periods of time may lose their job. In the event of unfair dismissal, employees have the right not to be dismissed but to report it to the appropriate people.
- Employees who sustain injuries at work but don’t receive sick pay can still get the injury benefit. This is a weekly payment.
Final word on Statutory Sickpay
It is vital for any company to keep track of employees who take time off work. Employers must keep track of every employee who takes time off work and whether they are eligible. Employers must remember the rights of employees, regardless of whether they are entitled to statutory sick leave or other types of leave. Employers who take sick leave are not only a benefit to them, but also your company.
