As we head into the new year, it’s important to be aware of any changes to statutory sick pay that may affect you or your employees Statutory sick pay (SSP) is a benefit paid by employers to employees who are unable to work due to illness or injury In 2024, there are some important updates to SSP that you should be aware of.
First and foremost, the rate of SSP is set to increase in 2024 From April 2024, the weekly rate of SSP will rise from £96.35 to £100.15 This change will provide some welcome relief to employees who are unable to work due to sickness or injury Employers should be aware of this increase and ensure that they are paying their employees the correct amount of SSP.
In addition to the increase in the rate of SSP, there are also some changes to the eligibility criteria for SSP in 2024 Under the new rules, employees will be eligible for SSP from the first day of their illness or injury, rather than having to wait until the fourth day as is currently the case This change is designed to provide more support to employees who are off work due to illness or injury.
Employers should also be aware that there are changes to the rules around proof of sickness in 2024 Under the new rules, employees will no longer be required to provide a fit note from their doctor in order to qualify for SSP Instead, employees will be able to self-certify their sickness for up to 14 days This change is designed to streamline the process of claiming SSP and make it easier for employees to access the support they need.
It’s important for employers to be aware of these changes to SSP in 2024 and ensure that they are compliant with the new rules Failure to pay the correct amount of SSP or follow the new eligibility criteria could result in legal action being taken against you as an employer statutory sick pay 2024. It’s therefore essential to stay up to date with the latest developments in SSP and make any necessary changes to your policies and procedures.
Another important change to SSP in 2024 is the introduction of a new system for calculating entitlement to SSP Under the new system, employees will be entitled to SSP based on their average weekly earnings over a specified period, rather than a fixed rate This change is designed to ensure that employees receive a fair level of support when they are off work due to illness or injury.
Employers should be aware of this change and ensure that they are calculating SSP entitlement correctly for their employees Failure to do so could result in employees being underpaid and could lead to legal action being taken against you as an employer It’s therefore essential to familiarize yourself with the new system for calculating SSP entitlement and make any necessary changes to your payroll processes.
In addition to these changes, there are also some updates to the rules around returning to work after a period of sickness in 2024 Under the new rules, employees who have been off work due to illness or injury for more than four weeks will be entitled to a return to work interview with their employer This interview is designed to support employees as they transition back to work and ensure that any necessary adjustments are made to help them return to work successfully.
Employers should be aware of this new requirement and ensure that they are conducting return to work interviews for employees who have been off work due to illness or injury for more than four weeks Failure to do so could result in employees facing difficulties when they return to work and could lead to legal action being taken against you as an employer It’s therefore essential to follow the new rules around return to work interviews and provide the necessary support to your employees.
In conclusion, there are a number of important changes to statutory sick pay in 2024 that employers need to be aware of From an increase in the rate of SSP to changes to the eligibility criteria and rules around proof of sickness, it’s essential to stay up to date with the latest developments in SSP and make any necessary changes to your policies and procedures By doing so, you can ensure that you are compliant with the new rules and provide your employees with the support they need when they are off work due to illness or injury.