Company (Occupational) Sick/Maternity/Paternity/Bereavement pay

Not only does paiyroll® automate SSP, SMP, SPP and SBPB we go one step further and automatically work out the additional company scheme pay-out required for any number of schemes. All we need is a start date, end date and a scheme – hey presto, it’s all done.

Occupational Sick Pay

In addition to any jurisdiction-specific Statutory pay for Sickness and other non-holiday absences, many employers choose to offer Occupational Sick Pay (OSP). Each Scheme defines one or more OSP options summarised as follows:

  • A worker is eligible for an entitlement after the given number of weeks of employment.
  • The entitlement defines zero or more amounts payable from the start of an absence. Each amount is defined by a maximum number of weeks and how the payout for each pay period within those weeks is calculated.
  • The entitlement can also define an additional return bonus payout on return from the absence.
  • Any of the on-absence or return bonus payouts can be marked as repayable if the worker leaves within a minimum number of weeks after the end of an absence (or leaves without returning). Recovering this balance is generally outside the scope of paiyroll® and must be handled using external methods, see below for more details.

In detail, each entitlement specifies:

EntitlementDescription
eligible_afterThe minimum number of employed weeks. The applicable entitlement is the last one matched. If there is no match, no OSP will be paid.
on_absenceZero or more absence_pay rules. See description below.
on_returnA return_bonus. See description below

The on_absence absence_pay rules are in order of application. Each rule consists of:

RuleDescription
payable_weeksThe maximum number of weeks this absence_pay rule will be applied.:
basisUniversal:flat_rate: Pay a fixed lump sum amount per day of absence, set using the multiplier field.
Universal:salary: Pay the salary per day of absence, times the multiplier field.
GB:average_earnings: Scale 52/104-week average pay by the working pattern to a daily amount at the start of the absence. Pay the result per day of absence, times the multiplier field.
multiplierMultiplier for the basis (or the fixed amount per working day if the basis is Universal:flat_rate).
upliftIs this additional to, or an override of, the statutory provision?
repayable_before
Multiplier for the basis (or the fixed amount per working day if basis is Universal:flat_rate).

return_bonus consists of:

basisJurisdiction-aware payment basis. The value is evaluated in the pay run where the return is processed unless otherwise specified:
Universal: flat_rate: Pay a fixed lump sum amount, set using the multiplier field.
Universal:salary: Pay the salary for one pay period, times the multiplier field.
GB:average_earnings: Scale 52/104 week average pay by the working pattern to a daily amount at the start of the absence. Pay the result per working day of the last pay period, times the multiplier field
multiplierA multiplier for basis
upliftAs for absence_pay
repayable_beforefor absence_pay

GB SMP (with occupational options)

See the SMP eligibility rules and SMP guidance. Note:

  1. Claims must be made within 12 weeks of the start date.
  2. The system automatically disqualifies claims:
    • If Average Weekly Earnings (AWE) fall below the minimum level.
    • If the 26 week rule for Qualifying Week (QW) is not met for the current employment.
  3. A claim usually starts when the worker takes planned maternity leave. If the leave starts unexpectedly (e.g. if the baby is born early, or if the worker is off work for a pregnancy-related illness in the 4 weeks before the week that the baby is due), delete the original claim and create a new claim with the new start date.
  4. When a claim is ended, SMP is paid in complete weeks. The claim end must be set based on the reason for the end of the claim:Claim endingsEnding reason SMP claim end settingSMP ending weekWorker leaves. Set employment end date. Do not end SMP claim. If the Maternity Pay Period (MPP) has already started, you will have to continue paying SMP by manually enabling pay-after-end payments. See TBD for more information on the procedures for leavers.Previous.Worker is taken into legal custody.Set SMP claim end to day before custody begins.Previous.Keep In Touch (KIT) day limit exceeded.Set SMP claim end to day before KIT limit is exceeded.Previous.Worker dies.Set SMP claim end to end of SMP week on or following date of death.Given.
  5. Even after an SMP claim has ended, the worker is not eligible for SSP until after the MPP is over. If the worker falls ill during the MPP, a new claim for SMP, based on the original pregnancy, must be made instead.
  6. When entitlement to benefit ends, any Salary pay item will automatically resume (even if the claim is not ended by setting and approving an end date). The Salary can be zeroed to prevent overpayment if the worker is not expected to return.
  7. Backdated pay rises are not supported.

GB SPBP (with occupational options)

See Statutory Parental Bereavement Pay and Leave and Manually calculate SPBP. Note:

  1. Claims must be made within 12 weeks of the start date.
  2. The system automatically disqualifies claims:
    • If Average Weekly Earnings (AWE) fall below the minimum level.
    • If the 26 week rule for Relevant Week (RW) is not met for the current employment.
  3. A claim usually starts when the worker takes planned bereavement leave.
  4. When a claim is ended, SPBP is paid in complete weeks. The claim end must be set based on the reason for the end of the claim:Claim endingsEnding reasonSPBP claim end setting SPBP ending week Worker leaves.Set employment end date. Set SPBP claim end to the end date.Previous.Worker is taken into legal custody.Set SPBP claim end to day before custody begins.Previous.Worker dies.Set SPBP claim end to end of SPBP week on or following date of death.Given.
  5. When entitlement to benefit ends, any Salary pay item will automatically resume (even if the claim is not ended by setting and approving an end date). The Salary can be zeroed to prevent overpayment if the worker is not expected to return.
  6. Adoption is not supported.
  7. Backdated pay rises are not supported.

GB SPP (with occupational options)

See the SPP eligibility rules and SPP guidance. Note:

  1. Claims must be made within 12 weeks of the start date.
  2. The system automatically disqualifies claims:
    • If Average Weekly Earnings (AWE) fall below the minimum level.
    • If the 26 week rule for Qualifying Week (QW) is not met for the current employment.
  3. A claim usually starts when the worker takes planned paternity leave. If the leave starts unexpectedly (e.g. if the baby is born early), delete the original claim and create a new claim with the new start date.
  4. When a claim is ended, SPP is paid in complete weeks. The claim end must be set based on the reason for the end of the claim:Claim endingsEnding reasonSPP claim end settingSPP ending weekWorker leaves.Set employment end date. Set SPP claim end to the end date.Previous.Worker is taken into legal custody.Set SPP claim end to day before custody begins.Previous.Worker dies.Set SPP claim end to end of SPP week on or following date of death.Given.
  5. When entitlement to benefit ends, any Salary pay item will automatically resume (even if the claim is not ended by setting and approving an end date). The Salary can be zeroed to prevent overpayment if the worker is not expected to return.
  6. Adoption is not supported.
  7. Backdated pay rises are not supported.

GB SSP (with occupational options)

Both qualifying and non-qualifying claims can be recorded. Note:

  1. Claims must be made within 12 weeks of the start date.
  2. The system automatically disqualifies claims:
    • If Average Weekly Earnings (AWE) fall below the minimum level.
    • If Statutory Maternity Pay (SMP) is in effect and the start is in the Maternity Pay Period (MPP).
    • If Statutory Paternity Pay (SPP) is in effect and the start is in the Paternity Pay Period (PPP).
  3. When entitlement to benefit ends, any Salary pay item will automatically resume (even if the claim is not ended by setting and approving an end date). The Salary can be zeroed to prevent overpayment if the worker is not expected to return.
  4. If a worker leaves, claims are truncated to the end date.
  5. SSP is not payable after a worker dies. In this event, mark them as having left on the date the event.