Sick Pay Guidance

Some employees may qualify for statutory sick pay (SSP). It is important to include this criterion in the sickness absence policy for employees' reference.

Statutory sick pay is provided to eligible employees who are off work for four consecutive days, regardless of their employment status as full-time or part-time.

What is Statutory Sick Pay?

SSP applies to employees during working days, including weekends for full-time employees and regular workdays for part-time employees. Tax and national insurance deductions are applied to SSP payments.

Employees are eligible for SSP benefits if they miss work for four or more consecutive days due to illness, including public holidays. Employers must pay SSP; however, there is no entitlement to sick pay for the first three days of illness.

Below are some questions addressed:

· When does Statutory Sick Pay (SSP) need to be paid?

· Is Statutory Sick Pay necessary if there is a separate sick pay scheme?

· What is the cost of Statutory Sick Pay for my business?

· Are there instances where more than SSP must be paid?

· How is Sick Pay calculated?

· How long is SSP paid for?

· What should be included in employment terms regarding sick pay?

Incorrect administration of sick pay can result in expensive litigation, including employment tribunal claims for unlawful deductions from wages.

Ivy Jane offers expert assistance to help businesses remain compliant with employment law regarding team management. We provide guidance on employee entitlements and ensure compliance.