Sick pay Policy
Overview
[Company] recognises that employees may need to take time off work due to illness or injury. This policy outlines the sick pay provisions available to employees during periods of sickness absence.
While we aim to support employees during periods of sickness, it is important that absences are managed fairly and consistently.
Scope
This policy applies to all employees of [Company Name].
General Principles
Notification of Absence
Employees must follow the company’s sickness absence reporting procedure as outlined in the Sick Absence Policy to be eligible for sick pay.
Supporting Evidence
Employees must provide appropriate certification to cover the entire period of their sickness absence, as specified in the Sick Absence Policy.
Statutory Sick Pay (SSP)
[Employees will receive SSP from the fourth consecutive day of sickness absence, provided they meet the eligibility criteria.
Most employees have a right to statutory sick pay (SSP) as long as they earn more than the lower earnings level, and are not over state retirement age. SSP is not however payable for the first three qualifying days of absence. (A qualifying day is a day on which you are normally expected to work under your contract of employment).
There is a limit of 28 weeks SSP in any one period of sickness or linked periods. (Periods of sickness are said to be linked if the second period starts within eight weeks of the end of the first period.)
SSP is paid in the same way as ordinary pay and is liable to tax and National Insurance contributions.]
[Company Sick Pay
[Company] will pay SSP only.]
OR,
[Sick pay may be awarded at the discretion of management. This could be based on individual circumstances, such as the nature of the illness, the employee's overall attendance record, and their length of service.]
OR,
[Employees may receive company sick pay according to the following scale. The amounts listed are the maximum totals available within a rolling 12-month period:
| Length of Service |
Company Sick Pay Entitlement |
| Less than 1 year |
SSP only |
| 1 to 2 years |
Up to 5 days of full pay |
| 2 to 5 years |
Up to 10 days of full pay |
| 5 years and above |
Up to 15 days of full pay |
After the allotted days of full pay are exhausted, employees will revert to SSP.]
Return to Work Interviews
Return to work interviews, as outlined in the Sick Absence Policy, will be conducted to ensure that employees are fit to return to work and to discuss any support that may be needed.
Long-Term and Frequent Sick Absence
Long-term and frequent sickness absence will be managed in accordance with the Sick Absence Policy. This includes possible medical examinations and assessments to determine the employee's fitness for work.
Absence Review Thresholds
The company will monitor sickness absence and apply absence review thresholds as detailed in the Sick Absence Policy. Employees exceeding these thresholds may be subject to review meetings and further action as necessary.
Company Sick Pay Adjustments
The company reserves the right to withhold sick pay in cases where the sickness absence reporting procedure has not been followed, or where there is reason to doubt the validity of the sickness claim. In such cases, the company may request a medical examination by a doctor selected by it.
Payments of sick pay may be terminated, suspended or reduced if an employee fails to notify the Company of relevant facts, or if their absence or continued absence is due to their taking an unwarranted risk (in or out of work), conducting themselves in a way that prejudices their recovery, abusing alcohol or drugs or other substances, or recklessly endangering the health and safety at work of themselves and others.
This policy [does not] form[s] part of your terms and conditions of employment.
Version: [1.0]
Issue date: [date]
Author: [name, job title]
