|Statutory Sick Pay Guide for Employers (2012-2013)|
|Forms you may need to use|
|Flowchart - operating the SSP Scheme|
|SSP daily rates tables|
|Frequently Asked Questions|
|Time limits for notification of SSP|
|Has your employee given you the right medical evidence?|
|Periods of Incapacity for Work (PIW)|
|Has your Employee Earned Enough in the Relevant Period?|
|How to work out the relevant period|
|When does payment stop?|
|Exceptions to normal conditions for SSP|
|Are you liable to pay employer’s Class 1 NICs on your employee’s earnings?|
|How to work out Average Weekly Earnings (AWE)|
|Your employee disagrees with your decision on their SSP entitlement|
|Incapacity and deemed incapacity|
|Managing sick absence|
|Other information that may be useful|
|A list of control periods, common illnesses and abbreviations|
|Tables for linking Periods of Incapacity for Work (PIW) for SSP|
You usually stop paying SSP when your employee returns to work. You should work out if any SSP is still owing to them for days of sickness before they returned to work and pay it on their next normal payday.
If your employee is still off when you have paid SSP for 28 weeks, fill in form SSP1 and send it to your employee no later than seven days after after the day on which entitlement ended. Your employee will need to use form SSP1 to claim Employment and Support Allowance (ESA).
If you know in advance that your employee will continue to get SSP for the full 28 weeks, you should issue form SSP1 at the 23rd week to ensure there is a smooth change over to ESA.
If your employee has a pregnancy related illness in the 4 weeks before their baby is due, SSP should stop being paid, See Employee pregnant - the disqualifying period for more information.
Statutory Sick Pay Helpbook © Crown copyright 2012