Introduction to Sick Pay in the Construction Sector
Managing sickness absence in the construction sector is a unique challenge. The nature of the work often involves physically demanding tasks, hazardous environments, and project based employment. This makes the risk of illness or injury more prevalent than in many other industries. For employers, especially those managing medium sized teams in commercial construction, providing effective sick pay arrangements is essential for workforce stability and operational continuity.
Statutory Sick Pay (SSP) forms the legal minimum an employer must provide. However, for most construction firms, relying solely on SSP is rarely sufficient. It leaves workers financially vulnerable and can impact retention, morale, and trust. That is where enhanced sick pay schemes, particularly those provided under established industry agreements, come in.
Welplan has supported the construction industry with tailored employee benefit schemes since 1960. As a specialist in this sector, we help employers offer meaningful protection through discretionary, high payout sickness and accident benefit plans. These schemes are aligned with the requirements of national agreements such as ECIA and TICA, offering peace of mind to employers and financial security to their teams.
The Difference Between Statutory Pay And Industry Schemes
Statutory Sick Pay (SSP) is the legal minimum that employers must provide to eligible workers. As of 2025, SSP offers just over £116 per week and is only payable from the fourth qualifying day of sickness, for up to 28 weeks. For construction workers, this often falls short of meeting day to day expenses, especially given the physical nature of the work and the likelihood of extended recovery periods.
Industry schemes, such as those offered under ECIA and TICA agreements and administered by Welplan, go significantly further. These arrangements are designed specifically for the construction sector and provide enhanced cover that reflects the practical needs of both employers and operatives.
The key differences include:
Higher weekly payments: Industry schemes can provide several times the SSP rate depending on the employee's grade or trade.
Faster payouts: Payments under Welplan schemes typically begin sooner, often after a short waiting period, with claims usually processed within two working days.
Longer duration of cover: Benefit periods can extend up to 52 weeks, compared to SSP's 28 weeks.
No medical underwriting: All eligible employees are covered automatically through employer participation, with no individual health assessments required.
While SSP is a legal obligation, industry schemes are a strategic investment. They offer practical support that helps retain skilled workers, reduce absenteeism, and provide peace of mind for all parties involved.
Sick Pay Requirements Under ECIA and TICA
Employers operating under national agreements such as the ECIA (Engineering Construction Industry Association) or TICA (Thermal Insulation Contractors Association) are expected to provide enhanced welfare benefits, including sick pay, in line with sector standards. These agreements outline clear expectations around benefit eligibility, claim processes, and weekly payment rates.
ECIA Requirements
Under the NAECI agreement, employers must provide structured sick pay for all eligible operatives. Key details include:
Eligibility: Employees must be actively at work and enrolled in the scheme. Cover begins after a short qualifying period.
Benefit Amounts: From January 2025, all operatives receive £192 per week for the first 14 weeks. From weeks 15 to 27, benefit increases to £289.60 per week for higher graded employees (Grades 4 to 6), while Grades 1 to 3 remain at £192.
Payment Terms: Benefits are paid on a five day basis (Monday to Friday), with a seven day waiting period. Days 3 to 5 are paid retrospectively after eight weeks of illness.
Claims: Valid medical evidence is required. Claims are submitted by the employer and usually processed quickly by Welplan.
TICA Requirements
For operatives under the TICA National Agreement, the structure is simpler but still offers meaningful support:
Eligibility: Employees must have worked for at least four of the previous eight weeks.
Benefit Amount: As of March 2025, the weekly benefit is £135, paid for up to 52 weeks.
Waiting Period: Payments begin on day four of incapacity, with the first three days retrospectively covered if absence lasts 28 days or more.
Claims Process: A self certificate or fit note is required. Welplan handles the claim once the employer submits the appropriate documentation.
These schemes ensure that construction workers receive reliable financial support during periods of sickness, beyond what statutory provisions offer. For employers, it reinforces a culture of care and compliance, reducing administrative burdens and demonstrating commitment to workforce welfare.
How Welplan Supports Employers With Reliable Cover
Administering sick pay can be time consuming and complex, especially when balancing multiple grades of employees, evolving industry agreements, and unpredictable absences. Welplan simplifies this process for employers by offering tailored, fully managed benefit schemes that are compliant, cost effective, and easy to administer.
What Sets Welplan Apart
Discretionary trust model: Unlike insurance providers, Welplan operates under discretionary trusts. This gives flexibility in assessing claims and ensures decisions are based on fairness, not rigid exclusions.
High payout rate: Over 99 percent of claims are paid, providing employers and employees with a dependable safety net.
Fast turnaround: Claims are typically settled within two working days, reducing disruption for both employee and employer.
No medicals required: Eligibility is based on employment status, not health history. This means cover starts quickly and inclusively, with no intrusive assessments.
UK based support: All queries are handled by an experienced, in house team who understand the construction sector and provide clear, responsive guidance.
Tailored plans: Employers choose the level and type of cover they need. Whether managing a large project or a small specialist team, Welplan ensures the scheme fits your business.
By partnering with Welplan, employers reduce administrative pressure and enhance their reputation as a responsible, supportive workplace. It also helps firms stay compliant with national agreements and maintain productivity when staff are off sick.
Typical Weekly Payments and Benefit Durations
Sick pay under Welplan’s schemes provides meaningful financial support that goes well beyond statutory levels. The amount an employee receives depends on their trade, grade, and the industry agreement in place. This ensures payments are aligned with sector expectations and the real cost of living for skilled workers.
ECIA Scheme (NAECI)
- Weeks 2 to 14: All grades receive £192 per week.
- Weeks 15 to 27:
- Grades 1 to 3 remain at £192 per week.
- Grades 4 to 6 increase to £289.60 per week.
- Duration: Maximum of 26 weeks per continuous absence.
- Basis: Paid on a five day working week (Monday to Friday).
- Waiting Period: Seven days, with partial back payment after eight weeks.
TICA Scheme
- Weeks 1 to 52: £135 per week for all eligible operatives.
- Duration: Up to 52 weeks per continuous absence.
- Basis: Paid on a seven day basis, excluding bank holidays and annual leave days.
- Waiting Period: Three days, with payment starting on day four. The waiting days are paid retrospectively if the absence lasts 28 days or more.
These consistent, sector-backed rates help employers plan ahead and give employees confidence that they will be supported during extended periods of illness or injury. Importantly, all schemes are reviewed regularly to reflect changes in national agreements and economic conditions.
Claim Process and Average Turnaround Time
Welplan’s claims process is designed to be fast, fair, and straightforward for employers. By removing unnecessary paperwork and providing clear guidance at every stage, we ensure that sick pay reaches your employees without delay, helping you manage absences with minimal disruption.
How To Make A Claim
1. Obtain Medical Evidence
- For short term absences, employees can provide a self certificate or SC2 form for the first seven days.
- From day eight onwards, a doctor’s fit note or medical certificate is required.
2. Submit the Claim
- Employers are responsible for submitting claims to Welplan on behalf of the employee.
- This includes the relevant medical evidence and confirmation of employment status and dates of absence.
3. Assessment and Payment
- Welplan reviews each claim thoroughly.
- Payment is typically processed and paid within two working days once all information is received.
What Employers Can Expect
Responsive communication: A dedicated in house team is available to answer queries and assist with documentation.
No hidden conditions: As long as the employer is up to date with contributions and the employee is eligible, most claims are approved quickly.
Discretionary approach: Welplan's schemes are trust based, allowing for fair and flexible decision making in more complex cases.
This efficient system helps maintain trust and morale within your team while ensuring you remain compliant with industry agreements.
Download The Guide Or Request Support
Providing reliable sick pay is more than just a contractual obligation. It is a powerful way to support your workforce, improve retention, and demonstrate your commitment to employee wellbeing. Whether you are already part of an industry agreement or exploring the benefits of joining, Welplan can help you build a scheme that works for your business.
Get a full breakdown of the ECIA and TICA sick pay schemes, contribution requirements, and claim forms in one place.
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Speak to one of our team about setting up or reviewing your cover. We can help you tailor a package that meets your needs, budget, and compliance obligations.
Let Welplan take care of your employee benefits, so you can focus on what you do best: building the future.