SSP Policy
- Statutory Sick Pay (SSP) was introduced in 1982. Payment is generally made by the recruitment business engaging the worker, although the HM Revenue & Customs (HMRC) ensures compliance. Most workers are entitled to claim Statutory Sick Pay for the first 28 weeks of sickness after which time they are transferred to Invalidity Benefit or State Sickness Benefit (SSB) which may be available earlier if the worker is not able to claim SSP.Temporary workers who are paid subject to PAYE and NI contributions may be entitled to Statutory Sick pay provided they meet the statutory criteria applicable to all workers engaged by the recruitment business. At times where SSP is not payable the recruitment business is not obliged to pay workers when they are off sick.
The legal obligation to pay SSP is contained in the Social Security Contributions and Benefits Act 1992 (the 1992 Act and the Statutory Sick Pay Scheme are the Statutory Sick Pay (General) Regulations 1982) (The 1982 Regulations).
From 6th April 2026, entitlement will arise on the first day of a worker’s sickness if that sickness occurs on a day on which they would normally work.
There are certain conditions to which the worker must adhere to in order to qualify for SSP, as follows:
- A worker must communicate they are unfit for work through sickness, injury or similar within 7 calendar days of their initial absence from work. SSP may still be paid however this will only be due from the first day the worker informs Blueprint Recruitment of their absence from work.
- In addition to notifying us of your absence, workers must provide reasonable evidence of incapacity. Incapacity for work is defined as being “incapable by reason of some specific disease or bodily or mental disablement, of doing work which they can reasonably be expected to do under the contract”.
- During longer periods of being unfit for work, SSP may be paid to a worker for a maximum of 7 days or per period of shift cycle. After this initial period and in order to qualify for further SSP the recruitment business would require evidence, in the form of a doctor’s statement or a statement of fitness to work (fit note).
- To assist in claiming SSP if it is due, a link to the following website is available for workers to certify themselves as sick for SSP purposes for the first seven days of illness.
https://www.gov.uk/guidance/ask-your-employer-for-statutory-sick-pay
- If a worker is in an assignment for a fixed period of time e.g. one week, any liability to pay a worker SSP will end when the assignment was due to end.
- If the worker assignment is for a longer period, we will contact the client the worker is assigned to and establish whether the client will require a replacement, or intends to wait for the worker to return. If the client intends to wait for a worker’s return to work we will pay SSP (subject to the other provisions set out above) during their absence subject to any other event, which may bring our SSP liability to an end.
- It should be noted that in certain circumstances a client may be able to terminate a worker assignment mid-way through that assignment, however in the unlikely event that this happens a worker is advised to call our office to discuss this with one of our consultants in more detail.
If you are currently working on assignment for one of our clients and require further information on the details contained within this policy, you can contact your consultant using one of the following contacts:
Blueprint Recruitment Ltd
6 /7 Pentland House
Saltire Centre
Glenrothes
Fife
KY6 2AH
(t) 01592 631 644
(e) info@blueprint-recruitment.co.uk
John McBainManaging Director
01.04.2026