Any HR specialists here? looking for advice on occupational sick leave

[Mamamiapia]

I run a small company (20 employees) and looking to implement a sick policy. the current employment contract states that we only pay SSP. We want to enhance the pay to 100% for first 5 working days, then 75% for employees who have been with the company for over 5 years, 50% for employees less than 5 years for another 11 weeks.

From week 13 we have income protection in place that covers 75% of salary for up to 24 months.

I am reading about it and it seems if we offer paid sick leave we have to include in contracts. What is the consequence if we don't as this may change and we see this as a discretionary benefit we cannot guarantee indefinitely.

Can we still apply for SSP if we give occupational sick pay? i.e. we get the SSP and then top up with OSP?

Also, if we do have to say in contracts, do we change contracts or just send a letter confirming new policy?

thank you

SSP is a statutory benefit and you need to pay this first.

OSP typically tops up SSP, so use the SSP rules and eligibility criteria as your starting point. This makes payroll (and policy) easier.

You may want to talk to your payroll provider to get their input on what is easiest to administer.

The question of whether you make it contractual is not something I can advise on.

No need to make it contractual.

Leave it as SSP and anything over and above is discretionary in your contract.

Make sure that policies are noted as non-contractual and subject to change by the company in your contract as well.

Have a seperate absence management policy which states what you want to do.