As an employee, it is important to be aware of your rights and entitlements when it comes to statutory sick pay. Whether you are facing a short-term illness or a more serious health issue that requires an extended period of time off work, knowing what you are eligible for can help alleviate some of the financial stress that may come with being unable to work.
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 legal requirement for employers to pay SSP to their employees, as long as certain criteria are met. In this article, we will explore what SSP is, who is eligible for it, how much you can receive, and how to claim it.
Who is Eligible for SSP?
To be eligible for SSP, you must meet the following criteria:
– You must be classed as an employee and have done some work for your employer
– You must be earning on average at least £120 per week
– You must have been ill, injured, or pregnant for at least 4 days in a row (including non-working days)
– You must notify your employer of your absence within their specified time frame (usually within 7 days)
If you meet these criteria, you should be entitled to receive SSP from your employer. It is important to note that some employers may have their own sick pay schemes in place which may be more generous than SSP, so it is worth checking your employment contract or employee handbook for details.
How Much SSP Will You Receive?
The current rate of SSP is £96.35 per week, and it is paid for up to 28 weeks. This amount is subject to change each tax year, so it is advisable to check the latest rates on the government’s official website.
SSP is paid by your employer in the same way as your regular wages, either weekly or monthly, and is subject to tax and National Insurance deductions. If you are receiving SSP, you should continue to receive it even if your contract of employment ends, as long as you are still eligible.
How to Claim SSP
If you meet the eligibility criteria for SSP, you should notify your employer of your absence as soon as possible. You may be required to provide a Fit Note from your doctor to confirm your illness or injury and the expected duration of your absence.
Your employer will then calculate and pay you SSP in the same way as your regular wages. If you have not received your SSP or are unsure about how it has been calculated, you should speak to your employer or contact HM Revenue and Customs (HMRC) for further advice.
It is important to keep your employer informed of any changes to your illness or injury that may affect your eligibility for SSP. If you are unable to return to work as expected, you should notify your employer of this and provide any necessary documentation to support your continued absence.
What Happens If SSP is Not Paid?
If your employer refuses to pay you SSP when you believe you are eligible, you can seek advice and support from your trade union, an employment law solicitor, or the Advisory, Conciliation and Arbitration Service (ACAS). They can help you understand your rights and options for resolving the issue with your employer.
If you still cannot resolve the matter, you can make a complaint to HMRC, who can investigate and take action against your employer if necessary. Remember that it is illegal for your employer to dismiss you or treat you unfairly for taking sick leave or claiming SSP.
In conclusion, statutory sick pay is an important benefit that provides financial support to employees who are unable to work due to illness or injury. By understanding your rights and entitlements, you can ensure that you receive the support you need during difficult times. If you have any questions or concerns about SSP, do not hesitate to seek advice from your employer or relevant authorities.