As the year 2024 unfolds, many changes are expected to take place in various aspects of life, including statutory sick pay. Statutory sick pay (SSP) is a payment made by employers to employees who are unable to work due to illness or injury. It is a legal requirement in the UK, and the government sets the amount that employers must pay.
In recent years, there have been discussions about reforming statutory sick pay to make it fairer and more inclusive. The COVID-19 pandemic highlighted the inadequacies of the current system, prompting calls for improvements to support workers better during times of illness.
One of the key changes expected in statutory sick pay in 2024 is an increase in the amount paid to employees. The current rate of SSP is £96.35 per week, which is significantly lower than the minimum wage. This low payment rate has led to many workers struggling to make ends meet while off sick, particularly those on zero-hours contracts or in low-paid jobs.
To address this issue, the government is considering raising the SSP rate to a more reasonable level to ensure that workers do not face financial hardship when they are unable to work. This move is expected to benefit millions of workers across the UK and improve their financial security during periods of ill health.
Another expected change to statutory sick pay in 2024 is the expansion of eligibility criteria. Currently, to qualify for SSP, employees must earn at least £120 per week and have been off work due to illness for four or more days in a row, including non-working days. This excludes many part-time and low-wage workers who do not meet the earnings threshold.
To make statutory sick pay more inclusive, the government is looking to lower the earnings threshold and extend SSP to cover all workers, regardless of their hours or earnings. This will ensure that more employees are entitled to receive SSP when they are off sick and do not have to worry about losing income during their recovery.
In addition to increasing the SSP rate and widening eligibility criteria, the government is also considering introducing a new system of sick pay funding. Currently, the cost of SSP is entirely borne by employers, which can be a burden for small businesses and those with a high number of sick employees.
To address this issue, the government is exploring options for sharing the cost of SSP between employers, employees, and the state. This shared funding model is expected to make SSP more sustainable and ensure that the financial burden of sick pay is distributed fairly among all parties.
Furthermore, the government is looking to enhance the support available to workers on long-term sick leave. Currently, SSP is only paid for up to 28 weeks, after which employees may be eligible for other benefits such as Employment and Support Allowance. However, the transition between SSP and other benefits can be complex and leave workers without adequate financial support.
To streamline this process, the government is considering extending the duration of SSP or creating a new long-term sick pay scheme to provide continuous support to employees who are unable to work due to chronic illness or disability. This will help ensure that vulnerable workers are not left without the financial assistance they need to survive.
In conclusion, statutory sick pay is set to undergo significant changes in 2024 to make it fairer, more inclusive, and sustainable. The expected reforms include increasing the SSP rate, expanding eligibility criteria, implementing a shared funding model, and enhancing support for long-term sick workers. These changes are aimed at improving the financial security of employees during periods of ill health and ensuring that everyone has access to adequate sick pay when they need it. “statutory sick pay 2024“