The Chartered Institute of Payroll Professionals ……………………………………………………………Policy News Journal
Statutory sick pay and maternity pay guidance 26 January 2017
A minor update has been made to the guidance around over or underpaid earnings affecting the AWE when calculating statutory sick pay and maternity pay.
Two areas of guidance have been updated:
Statutory Sick Pay: employee circumstances that affect payment Statutory Maternity Pay: employee circumstances that affect payment
The following paragraph has been inserted into GOV.UK guidance:
Your employee has been overpaid or underpaid If there are over or underpaid earnings affecting the AWE which disadvantages either you or the employee, check if there is documentary evidence of an agreement as to the amount that should have been paid. If there is, use the agreed earnings to calculate the AWE and if not, use the actual earnings.
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Statutory pay tables 2017-18 17 February 2017
The statutory pay tables for 2017-18 tax year have been added to GOV.UK.
Statutory Adoption Pay: table of dates for employee entitlement
Statutory Paternity Pay: table of dates for employee entitlement (adoption)
Statutory Paternity Pay: table of dates for employee entitlement (birth)
Statutory Maternity Pay: table of dates for employee entitlement
Statutory Sick Pay: tables for linking Periods of Incapacity for Work
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What are your views of flexible SSP? 24 February 2017
In support of the Green Paper Improving Lives – the Work, Health and Disability, the DWP have produced a short survey to gather views for a flexible Statutory Sick Pay system so that it better encourages supportive conversations and phased returns to work.
The survey can be accessed directly and will close on 10 March 2017.
Currently, Statutory Sick Pay is paid by employers only when a person does no work at all, meaning either that:
employees may be discouraged from a taking a phased return to work as they won’t qualify for statutory sick pay; or that they may return to their usual hours too early, potentially leading to further absence or falling out of work altogether. A potential reform would be to allow phased returns so that where an employee would earn less than Statutory Sick Pay, in returning on their reduced hours, the employer would be able to ‘top up’ their wages to the Statutory Sick Pay level or above (depending on the model adopted).
The Chartered Institute of Payroll Professionals
Policy News Journal
cipp.org.uk
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