Statutory Sick Pay - the New Bill, the Staged Process and What it Means for Employers Q&A
Published on: 16/12/2022
Article Authors The main content of this article was provided by the following authors.
Bláthnaid Evans Partner, Philip Lee LLP
Bláthnaid Evans Partner, Philip Lee LLP
Blathnaid Evans 2026

Bláthnaid Evans is a partner at Philip Lee LLP. She advises on all contentious and non-contentious employment law issues. She has extensive experience across all areas of employment law, having trained in an employee firm and later worked in a top five law firm.

Her practice includes advising on and preparing employment documentation, from employment contracts and handbooks to outsourcing agreements, employment warranties and indemnities and all other ancillary employment related documentation. She regularly advises on employment aspects of commercial transactions, including TUPE and outsourcing arrangements.

Bláthnaid also advises employers on disputes, including grievances, investigations, disciplinary processes, harassment / sexual harassment and protected disclosures. She also regularly attends before all employment law forums, advising clients in employment related disputes.

She also provides advice on health and safety matters, workplace investigations and employment permit applications.

Bláthnaid Evans's popular Annual Review session on statutory sick pay generated quite a few questions.

Here, she answers questions on the Act's interaction with company sick pay schemes, policy considerations, pay issues, long-term sickness, penalisation/absence management and certification.

Definitions:

  • The Act – The Sick Leave Act 2022
  • CSP – Company sick pay
  • SSP – Statutory sick pay
  • SSL – Statutory sick leave

Interaction with Company Sick Pay Schemes ⚓︎

If an employee has used all their discretionary sick pay already, are they also entitled to these statutory sick leave days at 70%? 

The SSP applies from 1 January 2023. Employers need to pay the first 3 days in 2022 as SSP once the employee has 13 weeks service and has

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Disclaimer The information in this article is provided as part of Legal Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article. This article is correct at 16/12/2022
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