SSP coming to an end…

legal updates

After 28 weeks, the employee must then claim benefits from the government.

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.

If an employee goes off sick, the statutory sick pay (SSP) is payable for 28 weeks. This is the statutory requirement only, check your employment contracts!

After 28 weeks, the employee must then claim benefits from the government. However, as an employer you must provide an employee with a form, SSP1 if one of the following situations is applicable:

  • the employee is not entitled to received SSP
  • the employees SSP entitlement has ended or
  • their SSP entitlement will soon be coming to an ended

The employee can then use the form to support a claim for social security benefit such and Employment and Support Allowance.

The SSP1 is available at:
https://www.gov.uk/government/publications/statutory-sick-pay-employee-not-entitled-form-for-employers

and much be given to the employee:

  • within seven days of them going off sick if they do not qualify for SSP
  • within seven days of their SSP ending if it ended unexpectedly whilst they’re still sick
  • on or before the beginning of the 23rd week if their SSP is expected to end before their sickness does 

SSP is payable up to to 28 weeks in a row or for periods that are eight weeks or less apart and are no more than 28 weeks in total.

SSP is not payable where:

HaswentWebsites for dealers small and large

Composer is a next-gen automotive platform that has been designed from the ground up to give you an intuitive way to promote your stock. You have extensive stock management options, and you'll gain a brilliantly responsive new website to advertise your stock, starting at just £39.99/month.

  • the employee’s average weekly earnings in the eight week period before their illness where high enough (£116 per week)
  • the employee is receiving statutory maternity pay or maternity allowance instead
  • employee previously received ESA within twelve weeks of starting or returning to work
  • the employee has been sick on and off for more than three years

Roxanne BradleyLegal AdvisorRead More by this author

Related Legal Updates

Extension of Redundancy Protection for Pregnancy and New Parents

Explore the strengthened redundancy protections for new parents with significant amendments to maternity, adoption, and shared parental leave rights, effective from April 2024, ensuring enhanced job security during critical family milestones.

Changes to Flexible Working

Unveil the new landscape of flexible working rights with the Employment Relations (Flexible Working) Act 2023, now granting ‘day-one’ rights to employees and setting a precedent for more adaptable workplace practices effective from 6 April 2024.

New employment legislation effective from 6 April 2024

Enhanced employee rights, offering day-one entitlements to carer’s leave, flexible working arrangements, and extended redundancy protection for pregnant employees and those on family leave.

Wages increasing from 1 April 2024

With effect from 1 April 2024, the hourly rates of pay are…

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…

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.