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recommendations about SSP eligibility and the way entitlement is accrued... at Work review (http://bit.ly/2iC9EvH). The government is taking forward further policy development and will bring forward a consultation on these changes, as well as any other SSP changes it identifies in its wider work, before introducing reform. Existing guidance on SSP eligibility will be improved and better publicised to ensure that employers and employees each understand their rights and responsibilities. Under consideration are also Matthew Taylor’s recommendations about SSP eligibility and the way entitlement is accrued, and about sickness absence management. Taylor’s recommendations will be fully considered as part of the wider work on SSP, including assessing how the recommendations will impact on employers and employees. Careful consideration is to be given to Taylor’s view that entitlement to SSP is a basic employment right that is a foundation to establishing fair, decent and quality work. Reformation to the process of SSP calculations is not a new subject but never before have so many different sources highlighted its importance; and we all agree that flexibility to an otherwise rigid process would be welcome in supporting phased return to work. The Policy team is encouraged and grateful for the generous timescale for delivery. There is also to be an open consultation on proposals that we hope will draw together a logical and workable solution for a SSP scheme that will serve the workers of the UK and Northern Ireland and their employers, in equal measure. We look forward to joining other stakeholders to work together with the Department for Work and Pensions, , the Department of Health and with HMRC whose importance in ensuring compliance was highlighted by Matthew Taylor in his support of this reform. We will of course need input from the payroll profession on any proposed changes and will put out a call for your valued assistance when consultation work begins. n
and decide whether it is necessary to take a staged approach to enforcement. If it does, it will divide non-compliant employers by industry and contact a tranche of randomly selected non-compliant employers. The number of employers selected for each tranche will be based on the number of non-compliant employers overall and the scale of non-compliance in each industry, enabling the EHRC to stage its enforcement work in a fair and consistent way towards employers. The EHRC also state in their consultation that if it has the capacity to do so, it may also act against employers for publication of inaccurate data. However, given the number of employers that are likely to not report or report late, resource may well be taken up by this area of non-compliance, certainly in the first year. The CIPP’s formal response to the consultation on enforcing the regulations can be found under My CIPP/Policy hub on our website. And of course, we would like to thank those of you who took the time to provide your views, whether it was directly to the EHRC or though our survey. The Policy team has been in consultation and communication with EHRC and the Government Equalities Office and would like to hear directly from members about their experiences to date with GPG reporting. Please email Samantha Mann or Diana Bruce at policy@cipp.org.uk . Reformed SSP The government plans to see one million more disabled people in work over the next ten years and its Improving Lives: the Work, Health and Disability Green Paper (http://bit.ly/2f5hXLb) – includes the vision to see a reformed statutory sick pay (SSP) system which supports more flexible working. Examples include helping support phased returns to work which could mean spacing out working days during a return to work, managing a long- term health condition, or recovering from illness. However, SSP is currently inflexible and creates a financial disincentive for employees to consider some forms of phased returns. Consultation responses to the Green Paper gave broad support for the principle of SSP reform to support fully flexible, phased returns to work. This was also supported by both the Good Work review (http://bit.ly/2sROQk8) and the Thriving
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Issue 38 | March 2018
| Professional in Payroll, Pensions and Reward |
*correct at time of publication
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