If you have an employee who is too ill to work, you may be required to pay them sick pay, getting this wrong could lead to costly employment tribunals.
Some of your employees will qualify for statutory sick pay (SSP). You should ensure that this criteria is outlined in your sickness absence policy for your employees to refer back to at a later date.
Paying statutory sick pay is for eligible employees who are off work for four days continuously, regardless of whether they are full-time or part-time employees.
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SSP is available to employees during working days, including weekends for full-time employees and regular workdays for part-time employees. Tax and national insurance deductions are applied to SSP payments.
When an employee misses work for four or more consecutive days due to illness, including public holidays, they are eligible for SSP benefits. As the employer you must pay SSP; nevertheless, you are not entitled to sick pay for the first three days that you are ill.
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If you get sick pay wrong it can lead to your business facing costly litigation, including being taken to employment tribunal for unlawful deductions from wages.
Here at Croner, our experts are on hand to help you stay compliant in the ever-evolving world of employment law when it comes to managing your team. We can help you understand what your employees are entitled to, and ensure that you remain compliant.
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