Employers have a legal obligation to provide Statutory Sick Pay (SSP) to employees who are unable to work due to illness or injury Understanding the ins and outs of SSP can be challenging, but it is essential for employers to ensure compliance with the law and support their staff effectively In this guide, we will discuss everything you need to know about SSP as an employer.
What is SSP?
Statutory Sick Pay (SSP) is a form of government-mandated payment that employers must provide to employees who are unable to work due to illness or injury To be eligible for SSP, employees must have been off work for at least four consecutive days, including non-working days In the UK, employees are entitled to SSP for up to 28 weeks in a rolling 3-year period.
How much is SSP?
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 annually, so it is essential to check the updated rates on the government website Employers cannot pay less than this amount as SSP, even if the employee’s normal pay is lower.
Who is eligible for SSP?
To be eligible for SSP, employees must meet the following criteria:
– They must be an employee, not a freelancer or contractor.
– They must have been off work due to illness or injury for at least four consecutive days, including non-working days.
– They must earn at least £120 per week.
– They must inform their employer of their absence as soon as possible, following the company’s absence reporting procedures.
What are the employer’s responsibilities?
As an employer, you have several responsibilities when it comes to SSP:
– Keep detailed records of employees’ sickness absences and SSP payments.
– Provide employees with an SSP1 form if they are not eligible for SSP, along with an explanation of why they are not eligible.
– Pay SSP to eligible employees on time and at the correct rate.
– Report SSP payments to HM Revenue & Customs (HMRC) on each employee’s payroll report.
How to calculate SSP?
Calculating SSP can be confusing, but there is a straightforward way to do it The starting point is to determine the employee’s qualifying days, which are the days they would usually work ssp guide for employers. Then, simply divide their weekly pay by the number of qualifying days to get the daily rate of pay Once you have the daily rate, multiply it by the number of days the employee is off work to get the total SSP due.
For example, if an employee earns £400 per week and usually works five days a week, their daily rate would be £80 If they are off work for seven days, they would be entitled to £80 x 7 = £560 in SSP.
What if an employee is off sick for more than 28 weeks?
If an employee is off sick for more than 28 weeks and is still unable to return to work, they may be eligible for other forms of support, such as Employment and Support Allowance (ESA) In this case, employers should encourage the employee to apply for ESA and provide any necessary support or information.
It is crucial for employers to handle long-term sickness absence sensitively and legally They should stay in regular contact with the employee, consider making reasonable adjustments to support their return to work, and be prepared for the possibility of a phased return or permanent adjustments to their role.
In conclusion, Statutory Sick Pay (SSP) is a vital form of financial support for employees who are unable to work due to illness or injury Employers must understand their responsibilities when it comes to SSP and ensure compliance with the law By following the guidance in this comprehensive SSP guide for employers, you can support your staff effectively and navigate the complexities of sickness absence management with confidence.