The statutory sick pay system is a vital safety net for employees who are unable to work due to illness or injury In the UK, employees can claim a certain amount of statutory sick pay (SSP) if they are too unwell to work Recently, there have been some important changes to the statutory sick pay system that all employers and employees should be aware of.
One of the most significant changes to statutory sick pay is the increase in the weekly rate As of April 2021, the weekly rate for statutory sick pay has increased to £96.35, up from £95.85 This rate is payable for up to 28 weeks for employees who are too ill to work The increase in the weekly rate aims to provide more financial support to employees who are unable to work due to illness or injury.
Another important change to statutory sick pay is the expansion of eligibility criteria Previously, employees had to earn at least £120 per week to qualify for statutory sick pay However, the eligibility criteria have been expanded to include employees who earn at least £120 per week on average This change means that more employees will now be eligible for statutory sick pay if they are too unwell to work.
Additionally, employees who are self-isolating due to COVID-19 are now eligible for statutory sick pay This change was introduced to provide financial support to employees who are following public health guidelines and self-isolating to prevent the spread of the virus Employees who are self-isolating due to COVID-19 can claim statutory sick pay for up to 10 days, regardless of their earnings.
Employers should also be aware of changes to the rules around notifying them about statutory sick pay statutory sick pay changes. Previously, employees were required to notify their employer of their sickness within seven days However, this requirement has now been removed, meaning that employees can notify their employer of their sickness at any time during their absence This change aims to streamline the process of claiming statutory sick pay and make it easier for employees to access the financial support they need.
Employers should also be aware of changes to the rules around evidence requirements for statutory sick pay Previously, employees were required to provide a fit note from a doctor if they were off work due to illness for more than seven days However, this requirement has now been temporarily relaxed due to the COVID-19 pandemic Employees can now self-certify their sickness for up to 28 days, without the need for a fit note This change aims to reduce the burden on the healthcare system and make it easier for employees to access statutory sick pay.
Overall, the changes to statutory sick pay are designed to provide more financial support to employees who are unable to work due to illness or injury The increase in the weekly rate, expansion of eligibility criteria, and changes to the notification and evidence requirements all aim to make it easier for employees to access statutory sick pay when they need it most.
In conclusion, employers and employees should be aware of the recent changes to statutory sick pay and how they may affect them By understanding the changes to statutory sick pay, employers can ensure that they are providing the appropriate support to their employees, while employees can access the financial assistance they need during periods of illness or injury.