Form SSP1 Statutory Sick Pay and an Employee's Claim for Benefit - United Kingdom

Form SSP1 Instructions

1. Write down the name of your company, sign and date the form. Indicate your position or title and add relevant contact information - the employee and the Department for Work and Pensions (DWP) may use it later to reach out to you, so be prepared to answer the phone. Confirm all the details you are including in writing are true and correct and this document is official by putting a stamp of your company on the third page of the form.
2. Identify your employee. Write down their job title, full name, and address. Record their National Insurance number, the number you use to differentiate them from other people who work for you (an employee or payroll number), and their Pay-As-You-Earn reference number.
3. Answer "yes" if you have been paying SSP to your employee. Indicate the start and end dates of SSP. Alternatively, if you have not stopped paying them yet, enter the date the payment ends.
4. In case you are halting SSP on a certain day, state the date in the form.
5. Provide the reason for refusing SSP to the employee. There is a list of legal grounds to deny SSP - for instance, the employment agreement is no longer valid, the employee's wages were less than the National Insurance limit for Lower Earnings, the employee has had continuous medical issues for more than three years, or they have not notified you about their illness or injury.

Where Do I Send My SSP1 Form?

Once the SSP1 Claim Form is prepared, the employer must present it to the employee - either in person or by mail if the employee cannot be present at the workplace anymore. Note that the document must be accompanied by the statement the employee filled out to inform you about their medical condition - it can be a doctor's note or a similar statement from their physician. Tick the box on the first page of the form to confirm you have attached the documentation from the employee to Form SSP1.

The last page of the form contains instructions for the employee - they may argue your decision or ask you to clarify the reasoning behind the refusal. Additionally, the employee can contact you if the amount of SSP you have provided them with is incorrect. In case SSP is still not an option for the employee who struggles financially, they can apply for Universal Credit or allowances available for jobseekers or seek consultation from the local welfare service.