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The amount of SSP is fixed, regardless of whether an employee is full-time or part-time – meaning part-time employees receive SSP at the same rate as full-time employees. Phased returns to work are a valuable tool in supporting employees back to full health, but they can complicate SSP eligibility. If someone is not eligible for statutory sick pay, their employer must tell them why in writing. To be linked, the periods of sickness must be 8 weeks apart or less. It’s paid by your employer for up to 28 weeks. You can change your cookie settings at any time.

SSP waiting days refer to the period before entitlement to statutory sick pay kicks in. Some employers may offer company sick pay, but this cannot be lower than the SSP amount. When your linked periods run for more than 3 years, you become ineligible for SSP. You can fill this out if you are an employer, or an employee unsure if your sick pay has been correctly worked out. Likewise, if the employee failed to meet the criteria for SSP in the first PIW then this remains the case for any other linked periods. You can class periods of incapacity as one if they happen within 8 weeks of each other.

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So the employer must pay statutory sick pay for Thursday, Friday and Monday. As they do not work weekends, their qualifying days are Thursday, Friday and Monday. If https://carsdirecttoday.com/10-best-python-automation-courses-online-complete-comparison-guide.html a worker is eligible, they are entitled to statutory sick pay from the first day of sickness absence. Workers who pay their own tax through self assessment are not eligible to receive statutory sick pay. Statutory sick pay is the minimum amount employers must pay. Both of the periods of sickness should be for 4 or more consecutive days for this exception to apply.

  • SSP is paid to employees who are absent from work due to sickness or accident for at least four consecutive days (including non-working days).
  • Being off sick for the same reason more than once might be a ‘linked period of sickness’.
  • You will most likely come across the term periods of incapacity for work when trying to understand SSP entitlements.
  • Understanding the rules around a PIW and ensuring phased returns are structured correctly can help employers provide the right support while maintaining compliance with SSP regulations.

What is a Participating Employer for Employee Benefits?

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You will most likely come across the term periods of incapacity for work when trying to understand SSP entitlements. SSP is paid for up to 28 weeks and will be paid in the same way as your wages. It can be difficult to understand the rules around your entitlement to this payment. Employees on sick leave continue to accrue statutory holiday entitlement, so if an employee leaves your business, they’re entitled to payment for any unused accrued holiday. SSP is paid to employees who are absent from work due to sickness or accident for at least four consecutive days (including non-working days).

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Understanding Linked Periods

  • These first 3 waiting days are the days when your employer does not have to pay SSP.
  • However, they are entitled to statutory sick pay for any qualifying days from 6 April onwards.
  • A fit note is sometimes called a ‘sick note’.
  • If your employer does not offer occupational sick pay, every penny counts during an absence due to sickness.
  • If all 3 waiting days were not used in the first period of sickness, this should be added onto the next when this happens within 8 weeks.
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If an employee has more than one period of sickness within an 8 week period, they may be classified as linked periods of sickness. SSP linked periods can be particularly confusing for both employers and employees. Sick employees who are unable to take their holiday can carry over up to four weeks’ entitlement to the next year, which must be used within 18 months.

  • You can use form SSP1 to support your application.
  • On 6 April 2026, the Employment Rights Act 2025 changed the eligibility criteria for statutory sick pay.
  • You can get up to £123.25 per week Statutory Sick Pay (SSP) if you’re too ill to work.
  • Everyone should understand how SSP works and how it is calculated to ensure statutory rights in the workplace are being met.
  • Phased returns to work are a valuable tool in supporting employees back to full health, but they can complicate SSP eligibility.

Statutory sick pay can be paid for a maximum of 28 weeks, after which time your right to sick pay will run https://www.nmb-group.com/maximizing-efficiency-and-security-a-comprehensive-guide-to-employee-monitoring-software.html out. The payment is the minimum amount employers should pay workers who are off work due to sickness. Statutory sick pay is paid out to eligible employees when they are off ill.

What Happens If There Is More Than One PIW?

A fit note is sometimes called a ‘sick note’. Find out more about the changes to statutory sick pay from HMRC Workers will be entitled to whichever rate is lower for the second period of sickness. These arrangements could protect some workers from being paid less because of the law change. On 6 April 2026, the Employment Rights Act 2025 changed the rates for statutory sick pay.

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Once the employee has been off for 3 working days in a row, they will start receiving SSP on the 4th day. This is called a linked period of sickness, and waiting days may not apply. These first 3 waiting days are the days when your employer does not have to pay SSP. Those who qualify for SSP will receive a weekly sick pay rate of £118.75 in 2025 which is paid directly to them.