This month we look at performance related dismissals and statutory sick pay.
Q: Is poor performance a valid reason to dismiss someone?
A: Yes, but in practice it should be the very last resort after a number of alternatives have been tried. Your first step should be to discuss the matter with the employee in question, and to let them know the performance standards you expect of them. Give them time and support, and provide any necessary training. If this doesn’t work, see if there is an alternative role within your business that the employee might be better suited to. If none of these options works, you should explain sympathetically to the employee that you will be dismissing them.
Q: How much sick pay am I required to pay to my employees?
A: Employees are entitled to a statutory minimum level of sick pay starting from the fourth day off work in any bout of illness. This is known as Statutory Sick Pay (SSP) and it applies for a maximum of 28 days per illness. Currently the weekly rate of SSP is £70.05, some of which you may be able to reclaim from the government. Bear in mind that you do not have to pay SSP if you already provide more generous contractual entitlements. Many employers provide full pay to employees who are off sick, and it may make recruitment more difficult if you limit yourself to providing the legal minimum.
Read our guide to Dismissals and Statutory sick pay
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