In the wake of the global COVID-19 pandemic, statutory sick pay has been a hot topic of discussion for both employers and employees alike. The UK government has made several changes to statutory sick pay in an effort to support workers who need to take time off work due to illness or self-isolation. In this article, we will explore the recent statutory sick pay changes and what they mean for both employers and employees.
One of the key changes to statutory sick pay is the introduction of SSP for those who are self-isolating due to COVID-19. This means that employees who are required to self-isolate by the government can now claim SSP from day one of their absence, rather than having to wait until the fourth day as was previously the case. This change was implemented to encourage people to self-isolate if they have symptoms of COVID-19, in order to help prevent the spread of the virus.
Additionally, the UK government has announced that small and medium-sized businesses will be able to reclaim up to two weeks’ worth of SSP paid to employees who are off work due to COVID-19. This is a welcome relief for many businesses who have struggled to cope with the financial implications of the pandemic. Employers will be able to reclaim SSP for employees who have been off work due to COVID-19 from 13th March 2020 onwards.
Another important change to statutory sick pay is the extension of SSP to those who are advised to shield by the NHS. This means that employees who are considered to be extremely vulnerable to COVID-19 and have been advised to shield at home can now claim SSP if they are unable to work from home. This change provides much-needed support to those who are at higher risk of severe illness if they were to contract the virus.
Furthermore, the UK government has announced that SSP will be payable to individuals who are unable to work because they have been told to self-isolate by NHS Test and Trace. This means that if someone is contacted by NHS Test and Trace and told to self-isolate because they have been in close contact with someone who has tested positive for COVID-19, they will be eligible for SSP. This change is crucial in helping to break the chain of transmission of the virus and prevent further outbreaks.
It is important for employers to be aware of these statutory sick pay changes and to ensure that they are following the correct procedures when it comes to paying SSP to their employees. Failure to do so could result in legal action being taken against the employer, so it is essential to stay up to date with the latest guidance from the government.
For employees, it is important to know their rights when it comes to claiming SSP. If you are required to self-isolate due to COVID-19, have been advised to shield by the NHS, or have been told to self-isolate by NHS Test and Trace, you may be eligible for SSP. It is worth checking with your employer to ensure that you are receiving the correct amount of SSP and that you are following the correct procedures for claiming it.
In conclusion, the recent statutory sick pay changes in the UK have been implemented to provide much-needed support to employees who are unable to work due to COVID-19. Employers and employees alike should familiarise themselves with these changes to ensure that they are complying with the law and receiving the support that they are entitled to. By working together, we can help to protect public health and support those who are most in need during these challenging times.