Eligibility to Statutory Sick Pay?

legal updates

Details of sick pay entitlement should be included in any employment contract.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

We’ve recently had enquiries in regards to Statutory Sick Pay (SSP).  As you will be aware, smaller employers were able to claim SSP from the Government. 

However this was abolished in April 2014. For a limited period you may be able to recover SSP for previous tax years.

From the abolishment, the government introduced a new scheme – Health Work and Well Being Initiative which is to help staff that have been unable to work for four weeks or more.

Eligibility to SSP?

To be eligible to receive Statutory Sick Pay an employee must:
•    be earning an average of at least the Lower Earnings Limit (£112 per week) and
•    have been sick four or more days in a row and
•    inform their employer that they are sick or injured.

Average earnings are calculated using the employee’s earnings in the eight weeks before their sickness began. SSP can be paid for up to 28 weeks in a year.

The current rate of SSP is £88.45 per week.

SSP is paid from the fourth day of sickness. The three preceding days are known as ‘waiting days’ and SSP is not payable during this time. Each of the qualifying days must be days normally worked. For example, if an employee works Monday to Friday, then sickness over the weekend will not count towards any of the waiting days.

Some employers may have decided to operate an enhanced sick pay scheme, for example, they pay the employee during the three waiting days or pay above the current SSP rate. Details of sick pay entitlement should be included in any employment contract.

Lawgistics members can get advice from our Employment Law specialists.

WeRecruit Auto LtdPermanent Automotive Recruitment from an experienced and trustworthy recruitment partner.

We cover roles within all departments and sectors of the Automotive industry, and are here to listen to your specific needs and find the most suitable candidates to fit your business.

Roxanne BradleyLegal AdvisorRead More by this author

Related Legal Updates

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

Update on Rights to Flexible Working Requests

Employers will remain entitled to turn down a request pointing to reasonable grounds as a basis for refusal.

Three new employment laws for 2024

The Carers Leave Act, The Neonatal Care (Leave and Pay) Act and The Protection from Redundancy (Pregnancy and Family Leave) Act.

Parents and Carers: New Protections at Work

Parents and carers will benefit from the following new employment protections that received royal assent in May 2023.

April 2023 Pay Rate Increases

The new financial year is upon us, with new rates abound.

Get in touch

Complete the form to get in touch or via our details below:

Phone
01480 455500
Address

Vinpenta House
High Causeway
Whittlesey
Peterborough
PE7 1AE

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.