In response to the ongoing COVID-19 pandemic, the UK government has made several significant changes to the statutory sick pay (SSP) scheme. These changes are aimed at providing more support to workers who are unable to work due to illness or the need to self-isolate. Understanding these recent updates is crucial for both employers and employees to ensure compliance and effective management of sick leave.
One of the most important changes to the SSP scheme is the introduction of SSP for eligible individuals who are required to self-isolate due to COVID-19. Previously, SSP was only payable to employees who were too sick to work, but now individuals who are self-isolating on the advice of NHS Test and Trace or a healthcare professional can also receive SSP. This ensures that workers do not face financial hardship if they are following public health guidelines to prevent the spread of the virus.
Additionally, the government has announced that SSP will be payable from the first day of sickness absence, rather than the fourth day as was previously the case. This change is intended to ensure that employees are more likely to follow public health advice to stay at home if they are feeling unwell, rather than coming into work and potentially spreading illness to their colleagues. By providing SSP from day one, the government hopes to reduce the risk of transmission in the workplace and protect the health and safety of all workers.
Employers should be aware that they are legally required to pay SSP to eligible employees who are off work due to sickness or self-isolation. The current rate of SSP is £96.35 per week, and it is payable for up to 28 weeks. Employers should also be mindful of the fact that they cannot require employees to provide a sick note from a doctor for the first seven days of absence, as is typically required under normal circumstances. Instead, employees can provide an isolation note from NHS Test and Trace or a healthcare professional as evidence of their need to self-isolate.
In addition to these changes, the government has also introduced a new rebate scheme to help small and medium-sized employers recover the costs of paying SSP to employees who are off work due to COVID-19. Employers with fewer than 250 employees are eligible to claim back up to two weeks of SSP per employee, effectively providing financial relief to businesses that may be struggling during these challenging times. To be eligible for the rebate, employers must have a PAYE payroll scheme that was created and started on or before 28 February 2020.
It is important for employers to keep accurate records of SSP payments and eligible periods of sick leave, as they may be required to provide this information to HM Revenue and Customs (HMRC) when making a claim under the rebate scheme. Failure to maintain proper records could result in delays or even rejection of a claim, so employers should ensure that they are documenting all relevant information in a timely and organized manner.
Employees should also be aware of their rights under the SSP scheme and how to access the support they are entitled to. If you are off work due to sickness or self-isolation, you should inform your employer as soon as possible and follow the company’s procedures for reporting absence. Your employer should then arrange for SSP to be paid to you in accordance with the government guidelines. If you have any questions or concerns about SSP or your eligibility for the scheme, you should speak to your employer or seek advice from a legal professional.
In conclusion, the recent statutory sick pay changes introduced by the UK government are designed to provide more support to workers during the COVID-19 pandemic. By understanding these changes and adhering to the new guidelines, both employers and employees can ensure that sick leave is managed effectively and fairly. Employers should be aware of their obligations to pay SSP to eligible employees and comply with the rebate scheme requirements, while employees should know their rights and how to access the support they need. By working together, we can help to protect the health and wellbeing of all workers and reduce the spread of illness in the workplace.