These subsequent sick days may not have been accounted for in this pay period if there was uncertainty on whether the employee would be able to return to work after the 25th. An employee is out on sick leave at the pay date but continues to be sick up until the 31st of the month.
In the event that a payroll operator is notified of an employee's sick leave status after the pay period in which it falls has been finalised, BrightPay facilitates a retrospective adjustment to be made to the employee's calendar record which will simply pay or refund any SSP difference in the following (or later) pay period. The program will now automatically calculate SSP.In Sick Leave, select the option ‘Override average weekly earnings calculation’.On the main Payroll screen, click the Edit icon in the employee’s Statutory Payments section.Where the user otherwise determines that the employee does qualify for SSP, they may override the AWE by doing the following: If existing payment records have not been recorded in BrightPay or there is insufficient historical payroll data to determine the employee's AWE, the automatic calculation performed by the program after completing the above may be inaccurate or not possible. Overriding the 'Average Weekly Earnings' Calculation Close the Calendar and the program will automatically apply any SSP due to the employee.Click Normal Sick Leave at the top right of the screen - the number of Qualifying Days, Waiting Days & SSP days will be displayed on the screen.
On the Calendar, select the date range the employee is out sick (include any non-working days which fall within the date range).To access this utility, simply click 'Payroll' and select the employee’s name on the left: The SSP reimbursement scheme known as the Percentage Threshold Scheme (PTS) was discontinued with effect from 06th April 2014. The current weekly rate of SSP for tax year 2021-22 is £96.35. In order to qualify for SSP an employee must have weekly average earnings of at least the LEL for NIC, which is currently £120.00 per week. The calculation of an employee’s average weekly earnings for SSP purposes simply determines if the employee is entitled to SSP and not how much. You can however decide not to use the contracted working days if, for example, your workforce operates a varied work pattern each week but for simplicity you may want to have the same days each week as the QDs. SSP is paid for each qualifying day after the waiting days. These are the employee’s contractual or normal working days. However, if several PIWs are linked, the waiting days only apply to the first PIW. SSP is payable from the first qualifying day after the three waiting days. The first three qualifying days (days the employee normally works for you) of a PIW are called 'waiting days' and SSP isn't payable for these waiting days. Similarly if they only work Tuesdays and Fridays but are sick on both of these days and also sick on Wednesday and Thursday then a PIW exists. If an employee normally works from Monday to Friday and they're sick on Friday, Saturday, Sunday and Monday - then that's a PIW. The days that make up a PIW don't need to be working days. This is a period of four or more days in a row when the employee can't work because they're sick or incapacitated. SSP is only payable if there's a period of incapacity for work (PIW). determine whether an employee meets the qualifying conditionsĮmployers may choose to opt out of fully operating the SSP Scheme in favour of their own Occupational Sick Pay scheme.
SSP is paid at the same time and in the same way as you would pay wages for the same period.Īs an employer you're responsible for paying SSP to employees who meet certain qualifying conditions. Statutory Sick Pay (SSP) is paid to employees who are unable to work because of illness.
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