Editor's message: Provided that they meet the criteria, employees who are unable to work due to illness are able to claim statutory sick pay, which is paid at a flat rate. However, many employers will want to go beyond the statutory requirements and offer occupational sick pay at a higher rate, making up some or all of the difference between statutory sick pay and the employee's normal earnings.
Employers are not obliged to operate the statutory sick pay scheme if they offer occupational sick pay that is as generous as, or more generous than, the statutory scheme.
Rachel Sharp, HR practice editor
We round up our key content on employment law changes that come into effect in April 2017.
The run-up to April is typically a busy time of year for HR professionals, with new employment legislation due to come into force. 2017 is no exception, with the most significant development being the introduction of the gender pay gap reporting duty for larger employers. However, there are a number of other key changes affecting all employers, regardless of their size.
We discuss the key legislative developments affecting employers in 2017, including: gender pay gap reporting; the apprenticeship levy; public-sector exit payments and changes to statutory rates.
Updated to include the new statutory sick pay rate and lower earnings limit in force from April 2017.
The Government has published the statutory rates for maternity pay, paternity pay, shared parental pay, adoption pay and sick pay from April 2017.
Updated to include the proposed rate of statutory sick pay and earnings threshold for 2017/18.
Updated to include the rate of the lower earnings limit for 2017/18.
The Government has announced plans to overhaul the GP fit note and statutory sick pay, as well as reform the way that disabled people on sick leave are assessed for fitness for work.
We look at employment law changes due to come into effect in April 2016, including the national living wage.
HR and legal information and guidance relating to sick pay.