Statutory Sick Pay (SSP) is a government-backed scheme that provides financial support to employees who are unable to work due to illness or injury. In 2024, there are several changes and updates to the SSP scheme that both employers and employees should be aware of.
One of the most significant changes to SSP in 2024 is the increase in the weekly rate. From April 2024, the standard rate of SSP will rise to £107.70 per week, up from £96.35 in the previous year. This means that employees who are unable to work due to illness or injury will receive a higher level of financial support while they are off work.
In addition to the increase in the weekly rate, the government has also made changes to the eligibility criteria for SSP in 2024. To be eligible for SSP, employees must earn at least £120 per week, up from £118 in the previous year. This change is intended to ensure that SSP is targeted at those who need it most, while also providing a level of financial protection for low-income workers.
Employers will also have new obligations when it comes to SSP in 2024. From April 2024, employers will be required to provide SSP to employees from the first day of their absence, rather than waiting until the fourth day as was previously the case. This change is designed to ensure that employees receive financial support as soon as they need it, helping them to focus on their recovery and return to work more quickly.
There are also changes to the rules around how SSP is calculated in 2024. Currently, SSP is paid for a maximum of 28 weeks, but from April 2024, this period will be extended to 36 weeks. This change is intended to provide more financial support to employees who are off work for longer periods due to illness or injury, giving them greater peace of mind and security during a difficult time.
Employers should also be aware of their responsibilities when it comes to keeping records of SSP payments. From April 2024, employers will be required to keep accurate records of all SSP payments made to employees, including the dates of absence and the amount of SSP paid. This information must be kept for at least three years and made available to HM Revenue & Customs (HMRC) if requested. Failure to keep accurate records could result in penalties or fines for employers.
Employees who are eligible for SSP in 2024 should also be aware of their rights and entitlements. If you are off work due to illness or injury, you should inform your employer as soon as possible and provide them with any necessary medical evidence. You may be required to fill in a self-certification form for the first seven days of your absence, after which you will need a doctor’s note to continue receiving SSP.
It’s also important to note that SSP is not payable for the first three days of sickness absence, known as waiting days. However, if you are off work for more than four days, you will be entitled to SSP from the fourth day onwards. SSP is usually paid on your normal payday and is subject to tax and National Insurance contributions.
In conclusion, the changes to SSP in 2024 are aimed at providing greater financial support to employees who are unable to work due to illness or injury. With an increase in the weekly rate, changes to eligibility criteria, and an extension to the payment period, employees can now receive more financial protection during times of sickness. Employers should familiarize themselves with their responsibilities and obligations under the new SSP rules to ensure compliance and avoid penalties. Overall, these changes are designed to make SSP more effective and accessible for those who need it most.
Overall, statutory sick pay 2024 brings about several positive changes that aim to provide increased financial support and protection for employees who are unable to work due to illness or injury. By understanding the new rules and regulations surrounding SSP, both employers and employees can navigate the scheme effectively and ensure that individuals receive the support they need during times of sickness.