Sick pay query

bobbibobberson

I'll try and keep it brief...

I was diagnosed with cancer and had a hysterectomy in late spring, was off work for 6 weeks.  When histology came back it determined I need radiotherapy which is 5 weeks of treatment and possibly some time off after, side effect dependant. I plan to work around the appts while I can and use annual leave for the ones I cant until that runs out.

My contract says I get 1 month full pay and 1 month half pay after completion of my probation, I started this job last August.

Ive now been there over a year and when you complete a years service your sick pay goes up to 2 months full then 2 half over a rolling 52 weeks.  Does this mean I should be entitled to more at full pay? Not the 2 months but another 1 month, as they're saying because its the same issue it just carries on from before. 

Im not after a fight, i just cant get my head around it, if they're right thats fine. I just don't know if its worth arguing,
 especially as I get 30 hours childcare for my two toddlers which I use and will definitely need through treatment and when I spoke to childcare dept about the drop in wages they said they'd only accept ssp, because thats official whereas if I get half pay thats just my wage and won't be enough to qualify me for the childcare. 

There's a lot going on atm so apologies if im not clear. Any advice/clarity would be very much appreciated!

Savvy_Sue

First, my sympathies. That's a lot. 

My understanding is that yes, your entitlement to full sick pay increased from your anniversary. So you've had - if I understand you right - 4 weeks on full and 2 on half before that anniversary, so any future periods you should have another 4 weeks on full pay, and 6 on half. 

But I used to do this in my last job, and it was a black art!

So, allies. Macmillan produces helpful information for employers: see if your manager or HR have got this. And get any support you can from them.

Are you in a Trade Union? May also have useful information, and ready to support you if employer doesn't get it.