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How should we record sick pay and what is the best practice? (Anonymous post 🤫)
Ocean King Staff Senior Community Executive at CharityConnect Posted 11 days ago
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This question is from a member of our community that wishes to remain anonymous:
I have recently joined a charity and I am reviewing the sick pay. I have established out of 20 other charities. Majority offer increases of sick pay based on tenure.
- 5 offer SSP only
- 5 offer 2 weeks enhanced sick pay or less
- 10 offer + 2 weeks up to 6 months pay
Based on this we are top of the league offering 26 full pay + 26 weeks half pay. The absence is not managed appropriately and sick pay is costing a fortune. The policy is not set out in contracts however is in the handbook, and states it won't pay sick pay, if the employee absence record is unacceptable and the employee is subject to disciplinary action.
Q1- Can they change the offering because its not sustainable?
Q2- Any recommendations on the offering because this feels so generous and worth noting at 28 weeks of sick they'll be able to make claims from DWP?
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