Statutory sick pay extended to self-isolating support bubble households

In England (from 13 June) and Scotland (from 19 June), adults living alone or single parents with children under the age of 18 are allowed to form a ‘support bubble’ with one other household. In Wales (from 6 July), any two separate households can choose to be treated as one single household. This is called a 'linked household' in England, and an 'extended household group' in Scotland and Wales.  The effect of forming a bubble with another household means that social distancing isn’t required, and visits can take place indoors with overnight stays if desired. However, everyone within the bubble is required to self-isolate if anyone in the larger household develops Covid-19 symptoms or receives a positive test result. 

These new statutory sick pay (SSP) regulations mean that an employee who is self-isolating in these circumstances, and who is not able to work remotely from home, is now entitled to SSP.

The regulations also tweak and, to some extent, future proof the position for those who are deemed clinically extremely vulnerable and have been advised to shield. Under the previous regulations, entitlement to SSP ceased at the end of the period specified in the individual's shielding notification. The new regulations continue this position, but also allow for the possibility of a further shielding notification end date to be set in a separate letter. The regulations also state that nothing prevents an individual’s entitlement to SSP restarting in the event a further shielding notification is sent. This means that entitlement to SSP can restart if the requirement to shield is lifted (as is currently due to happen on 1 August) but there is a new wave of infections later in the year which means some people need to shield again.

As we have mentioned elsewhere, employers may want to consider paying full pay rather than SSP to employees who are required to self-isolate, in order to ensure that they comply with the rules and do not risk infecting other in the workplace. For further detail see our FAQs on sickness and sick pay.