NHS sick pay - half-pay or half-pay plus SSP

[Deleted User]

getmore4less wrote: »

A4C section 14 is very clear.

you get SSP + contractual sick pay up to a maximum of full pay.

the 2 payments have independent qualification rules.

The SSP should be done first(along with any other benefits payments related to the sick) then the contractual pay should be added following their rules.

14.8/9(a) also complicates the holiday calculations as Statutory holidays while sick do not carry over.

That is my understanding too. i.e. If you get full pay you get full pay but not SSP (because it would exceed full pay) but if you get half its half PLUS SSP (as long as this then does not exceed full).

[Deleted User]

getmore4less wrote: »

Lower paid workers could well find SSP + 50% salary is over 100% salary.

Or part-time. When wife was on maternity, when she went to half-pay, this plus SMP was nearly equal to full pay anyway.

As mentioned, employer just paid half-pay and 'forgot' SMP this time too.

[Deleted User]

chrisbur wrote: »

The only reference to this from the NHS that I have seen so far says "The combined addition of statutory sick pay to half pay must not exceed full pay"
This suggests to me that it is the combined total that they will reduce if it goes over full pay and that their order of calculation is half pay first to which is added SSP.

Same for me.

[Deleted User]

OK. Slightly different but in the same vein...

As above, wife was off sick in June 2013 (during which time she'd been on half pay since the April. Then in June 2013 she went off on maternity leave.

She officially returned to work in April this year, took accrued leave and was physically about to return mid-may.

Unfortunately, shes signed off on the sick again. I understand that it all works as a rolling year, and that maternity time counts as work time, but what is she entitled to now?

It was, in effect (to middle may 2015) 11 months since she'd been on the sick. Does this mean shes now entitled to 6 months full then 5 (minus the one within the year) half pay?

Please no comments about the rights and wrongs of this. She was very ill when pregnant and was hospitalsed several times. Now it eppears shes got a debilitating illness that may mean the end of her career.

fufu_banterwaite

I think so yes.

notanewuser

I don't. She was on half pay in May 13, went on maternity in June 13, then off sick in May 14 (not 15). Its complicated. As she was on half pay in May 2013 she won't now be entitled to the full 6 months half pay. But I suspect that the full pay entitlement stands.

Extremely likely they'll dismiss sooner than that though.

[Deleted User]

notanewuser wrote: »

I don't. She was on half pay in May 13, went on maternity in June 13, then off sick in May 14 (not 15). Its complicated. As she was on half pay in May 2013 she won't now be entitled to the full 6 months half pay. But I suspect that the full pay entitlement stands.

Extremely likely they'll dismiss sooner than that though.

Dismiss. Not exactly the right word for someone in ill health but there we go. Fortunately, there are laws and procedures that have to followed- you cant just dismiss someone for being ill no matter how inconvenient it might be.

Also, I seriously doubt it. This is the NHS remember and even following procedure it takes a long time.

notanewuser

[quote=[Deleted User];65735144]Dismiss. Not exactly the right word for someone in ill health but there we go. Fortunately, there are laws and procedures that have to followed- you cant just dismiss someone for being ill no matter how inconvenient it might be.

Also, I seriously doubt it. This is the NHS remember and even following procedure it takes a long time.[/QUOTE]

Good job you work in IT and not HR (as I do).

Dismissal on grounds of capability is perfectly valid and happens every day, even in the NHS. You're probably hoping for a year's worth of money for nothing, but in the days of targets and reduced budgets you may find it happening pretty quickly. She should already have triggered a Bradford scale alarm. You yourself said it could end your career. The NHS can't afford to keep staff on the books that aren't fulfilling their side of the employment contract.

notanewuser

http://www.wales.nhs.uk/sitesplus/866/opendoc/224075

She's just coming up for her first trigger point and referral to occ health.

notanewuser

PS - hope she's stopped her botox work while she's so sick too.