Waiting days and minimum service

The practice of requiring waiting days for occupational sick pay (as opposed to SSP, see page 49) varies between industrial sectors — in some sectors it is rare, in others more common. Northamptonshire County Council, which has opted out of the nationally negotiated local authorities “Green Book” sickness scheme, has imposed local terms, including unpaid sick leave for the first three days (maximum paid entitlement is 12 weeks’ full pay followed by 12 weeks’ half pay).

However, some private sector employers are moving in the opposite direction:

• Hanson Quarry Products recently abolished the last of its waiting days;

• Tesco Distribution is trialling “back pay” of sick waiting days for a two-year period (three years if the staff member has 100% attendance);

• at Asda Distribution the three waiting days are suspended if an individual worker has 3% or less sickness absence.

Minimum service before occupational sick pay becomes payable can vary from sick pay at “day one”, to three months, as at Asda Distribution where SSP covers the 13-week probationary period; after that it is 13 weeks of company sick pay, a further entitlement to SSP and “thereafter 13 weeks retention (unpaid)”. After three years’ service, company sick pay extends to 26 weeks; then SSP; and then to the 13 weeks unpaid retention. Some employers require at least six months service for occupational sick pay.

Waiting days still operate in the construction industry. For example, under the Electrical Contracting JIB national agreement where there is an initial two-week waiting period before sickness benefit is paid. It is a condition of JIB company membership that all qualified operatives must be entered into the scheme. In addition to SSP, the scheme provides sickness benefit worth between £150-£180 (depending on grade) for weeks three to 24, and £75-£90 in weeks 25 to 52,. Operatives who are dismissed while off sick continue to receive sickness benefit for a maximum period of 50 weeks.

The JIB scheme also provides private medical insurance and health screening (BUPA), Death Benefit (£25,000 for death from any cause) plus Accidental Death Benefit (£12,500 for an accident when travelling to or from work, £55,000 for death occurring as a direct result of injury or disease sustained while at work); and Permanent and Total Disability Benefit up to £25,000 (or more under certain circumstances).