Introduction:

An employee is paid for the days of work that he puts in at a workplace. Both the employer and the employee are governed by the law of the land where they are functioning. These laws are binding and have to be followed stringently, whether they come as privileges or obligations, for either one of them.

Statutory Sick Pay:

Statutory Sick Pay, SSP, as it is popularly called in the UK, is a term that stands for the Wages that are paid by the employer to an employee who remains absent from work on Health Grounds beyond four consecutive days. The First Four days of leave are not paid for by the employer. It is only after the first Four days that the eligibility period for the Statutory Pay begins.

Not everyone qualifies for Statutory Sick Pay. Needless to say, the employee has to furnish the relevant proof and reasons for absence from work giving details of medical reports, tests conducted, and Physicians Certificate as well. The other requirement is that the employee has to be one who pays National Insurance Contributions – called NIC.

Statutory Sick Pay does not cover an employee for an indefinite period. The permissible period is after the first four days of leave until a maximum period of less than 28 weeks. The first four days remain unpaid and are called waiting days.

There are specific categories of employees who do not qualify for Statutory Sick Pay. These are people who do not contribute to National Insurance Contributions and fall under another lower-earning category, persons who are already claiming pay under Maternity Statutory Pay, Striking Employees, Prisoners, and New Employees who have not yet served for a minimum period stipulated.

Concluding Statement:

Statutory Sick Pay is thus an employee-friendly policy that protects the rights of both the employer and the employed.



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