To record employee absence
When you record absence, you must provide details of the specific type of absence, as that can affect the employee’s entitlement to statutory pay.
To help you record when and why your employees are away from work, there are a number of different types of absence available in Sage One Payroll listed below:
If an employee is expecting a baby, she may be entitled to statutory maternity pay (SMP). This may replace her normal earnings, depending on your pay policy, helping her to take time off around the time of the birth.
All female employees are entitled to take up to 52 weeks of maternity leave. SMP can be paid for up to 39 weeks.
An employee may be entitled to statutory paternity pay (SPP) if they are either:
- The biological father of a baby.
- The mother’s husband or partner, including a same-sex or civil partner.
An employee may be entitled to statutory paternity pay (SPP) if they are the main adoptive parent’s spouse or partner, including a same-sex or civil partner.
An employee may be entitled to additional statutory paternity pay (adoption) (ASPP)(A) when they and their spouse or partner are matched for adoption with a child.
The ASPP amounts are paid for a minimum of two weeks, and continue until the end of the unused portion of their spouse or partner’s period of entitlement to statutory maternity pay (SMP), maternity allowance or statutory adoption pay (SAP).
If an employee adopts a child, they may be entitled to up to 39 weeks of statutory adoption pay (SAP).
SAP may replace the employee’s normal earnings, depending on your pay policy, helping them to take time off around the time the child is placed with them.
The employee may be adopting the child on their own or as a member of a couple. This doesn’t affect the entitlement.
An employer is obliged to pay an employee statutory sick pay (SSP) when the employee has already been absent from work for more than three consecutive days. SSP is paid to the employee from the fourth consecutive day onwards.
The employee is obliged to notify their employer of their extended absence in a timely manner, and they must also provide adequate evidence of their incapacity to work.