Statutory sick pay (SSP) is a benefit paid by employers to employees who are too ill to work It is a legal requirement in the UK and is designed to provide financial support to employees who are unable to work due to illness or injury Recently, there have been some changes to the rules and regulations governing SSP, which employers and employees need to be aware of In this article, we will discuss the changes to statutory sick pay and what they mean for both employers and employees.
One of the most significant changes to SSP is the increase in the rate of payment As of April 2021, the weekly rate of SSP is £96.35, up from £95.85 in the previous tax year This increase is in line with the annual uprating of benefits and is designed to ensure that employees receive a fair amount of support when they are unable to work due to illness It is important for employers to update their payroll systems to reflect this change and ensure that employees are paid the correct amount of SSP.
Another important change to SSP is the extension of eligibility criteria Under the new rules, employees will be entitled to SSP from the first day of sickness, rather than having to wait for three days before they can start receiving payments This change is designed to provide more financial support to employees who are ill and reduce the risk of employees coming to work when they are unwell Employers should familiarize themselves with the new eligibility criteria and ensure that they are complying with the rules to avoid any potential legal issues.
In addition to these changes, there have been updates to the rules governing the evidence required to claim SSP Employees are now able to provide a self-isolation note from NHS Test and Trace as evidence of their inability to work due to COVID-19 statutory sick pay changes. This is a temporary measure put in place to support employees during the pandemic and reduce the burden on healthcare providers Employers should be aware of this change and ensure that they are accepting the appropriate evidence from employees who are claiming SSP.
Employers should also be aware of their responsibilities when it comes to SSP It is a legal requirement for employers to pay SSP to eligible employees and failure to do so can result in penalties and legal action Employers should have clear policies and procedures in place for managing SSP claims and ensure that they are following the correct process Keeping accurate records of SSP payments and communicating clearly with employees about their entitlements is essential for compliance with the law.
Employees should be aware of their rights when it comes to SSP and should not be afraid to assert them If an employee believes that they are entitled to SSP but their employer is refusing to pay, they should seek advice from a legal professional or union representative Employees should also be aware of their right to appeal any decisions regarding SSP and should follow the correct process if they believe they have been unfairly treated.
In conclusion, the changes to statutory sick pay are designed to provide more support to employees who are unable to work due to illness or injury Employers and employees should familiarize themselves with the new rules and regulations governing SSP and ensure that they are complying with the law By understanding their rights and responsibilities, both employers and employees can ensure that they are receiving the support they are entitled to when they need it most.