As an employer, it is essential to understand your responsibilities when it comes to Statutory Sick Pay (SSP) SSP is a payment made to employees who are unable to work due to illness or injury In this guide, we will cover everything you need to know about SSP and how to handle it as an employer.
Who is Eligible for SSP?
To be eligible for SSP, an employee must meet the following criteria:
– They must be an employee and have done some work for you.
– They must have been ill for at least 4 days in a row, including non-working days.
– They must earn at least £120 per week.
– They must give you the correct notice and proof of their illness.
If an employee meets these criteria, they are entitled to receive SSP for up to 28 weeks It is important to note that SSP is not payable for the first 3 days of illness, known as waiting days.
How Much is SSP and How is it Paid?
The current rate of SSP is £96.35 per week, and it is paid by the employer in the same way as wages, at the usual time This means that SSP is subject to tax and National Insurance deductions Employers are responsible for calculating and paying SSP to eligible employees.
It is worth mentioning that SSP can be paid for longer than 28 weeks if an employee’s contract of employment states so or if they are eligible for Occupational Sick Pay Employers should check employment contracts and company policies to determine any additional sick pay entitlements.
What Records Should Employers Keep?
Employers are required to keep records of SSP payments made to employees for at least 3 years ssp guide for employers. These records should include:
– The dates of sickness absence.
– The dates SSP started and ended.
– The amounts of SSP paid.
– Any evidence received from the employee, such as fit notes.
In addition to these records, employers should also keep a record of any discussions with employees regarding their sickness absence and SSP entitlement.
What Happens if an Employee is Still Unable to Work After 28 Weeks?
If an employee is still unable to work after 28 weeks of receiving SSP, they may be eligible to claim Employment and Support Allowance (ESA) from the government Employers should advise employees in this situation to contact the Department for Work and Pensions (DWP) to explore their options.
How Can Employers Support Employees on Sick Leave?
Employers have a duty of care towards their employees, even when they are on sick leave Here are some ways in which employers can support employees during this time:
– Maintain regular contact with the employee to keep them updated on any changes in the workplace.
– Consider making reasonable adjustments to help the employee return to work, such as phased returns, flexible working hours, or adjustments to their workload.
– Provide access to support services, such as Employee Assistance Programs (EAPs) or occupational health services.
– Keep in mind that employees on sick leave may be feeling anxious or isolated, so showing empathy and understanding can go a long way.
Conclusion
Understanding and implementing SSP correctly is essential for employers to fulfill their obligations to their employees By following the guidelines outlined in this guide, employers can ensure they are handling SSP effectively and supporting their employees during periods of illness Remember to keep accurate records, communicate openly with employees, and provide the necessary support to facilitate a smooth return to work By doing so, employers can create a positive working environment that values the health and well-being of their staff.