The word on the street...
You still have to pay statutory sick-pay (SSP) but can no longer claim it back. For many SMEs, insurance is the right answer - while maintaining weekly contact to ease employees back into the workplace.
Sick-pay becomes your responsibility
Although the legislation change came into force during the summer, many SMEs are perhaps not aware that the rules on sick pay have changed.
Why is this important? Well, instead of simply growling in dismay and pacing around with a bone to pick, there are things that companies can do. One is optional, another obligatory.
The option is that the best way for many small companies to protect themselves against long-term staff illness is to consider taking out an insurance policy.
The obligatory component is that you still have to pay statutory sick pay, but as of June 2017 can no longer claim it back.
A third element is that you can and should keep in regular weekly contact with indisposed employees to ask how they are and inquire whether you can help to ease their return to the workplace. But beware. This must be done properly with qualified HR support.
Incapacity to work
To qualify for statutory sick pay, workers must be off sick with a disease or disability that prevents them from performing any work that they can reasonably be expected to do under their employment contracts for the whole of each working day.
If an alternative is possible, they do not qualify. There are of course detailed exemptions, such as carrying an infectious disease.
Employees must notify their employer of absence; employers meanwhile must set out what evidence they require. For 4 to 7 day periods, this may be form SC2 for self-certification. Beyond seven days, evidence from medically-qualified personnel might be needed, such as a doctor or chiropractor.
Employers are allowed to refuse to pay SSP if they doubt the evidence; HMRC can adjudicate.
New approach
My human companions and I would be pleased to help you source insurance coverage most suited to your particular circumstances. Once again, just call us on the old dog-and-bone.
Meanwhile, it is important to start thinking in terms of workplace changes you may be able to make; in the case of a hairdressing assistant with a broken leg, offering to provide the right kind of chair may help.
You are also entitled to make regular contact, perhaps phoning once a week to ask after the employee's general health and offer specific assistance.
However, to avoid any possibility of being accused of harassment, it is advisable to work through HR to tick all the correct boxes.
Kind regards
Budget