Employment Law

When you have to take time off function due to illness, you may be entitled to statutory or contractual sick pay. This post will explain about SSP and when you are and are not entitled to it.

Statutory sick pay (SSP) is compensation for times when you are unable to function due to sickness. If you function under a contract of service, even if you have only just started, then you are entitled to SSP. You will be entitled if you are ill for at least four days in a row and you have earnings on average of at least £97.

Regrettably, if you are self-employed, you will be unable to claim statutory sick pay.

You should tell your employer that you are sick straight away if you really feel that you will need to take a long period of time off. Most employers will ask for some form of medical proof that your illness affects your ability to function.

am an employment lawyer in London. I have noticed in recent years that the number of laws coming from European Directives has fundamentally changed employment law for a solicitor in Londonand for workers and employers.  What makes employment law so different from other locations of law is that it is one thing that affects most people at some time.  It is also the area of law that is almost certainly the most complex and the most often changing kind of law. Take into account for example three crucial areas of employment law: the Working Time Directive, rest breaks and paid annual Leave.  These three locations alone affect each and every single 1 of us and employment lawyers in London represent 3 sectors: the employee, the employer and trade unions.

The 1st issue the Working Time Directive is 1 of the most contentious problems facing our government. It is also 1 of the most contentious and pernicious issues facing workers, especially those on component-time contracts. That is why you need to have the protection of a very good employment law solicitor in London. Under this legislation an employer can’t compel workers to work far more than 48 hours per week over a 17 week period. That is unless the worker has agreed to do so in writing.