Sick Pay Guidance for Employers

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.

Should I pay my employees Statutory Sick Pay?

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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What is Statutory sick pay?

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.

Here are some of the questions we help answer:

  • When does Statutory Sick Pay (SSP) have to be paid?
  • Is Statutory Sick Pay necessary if we have our own sick pay scheme?
  • How much does Statutory Sick Pay cost my business?
  • Are there instances where I have to pay more than SSP?
  • How do I calculate Sick pay?
  • How long do I have to pay SSP for?
  • What do I include in my employment terms regarding sick pay?

How to avoid getting sick pay wrong?

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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