This all depends on whether the national agreements are followed or not. If they do, then OSP is from day one, and if not, establishments are free to choose how they apply OSP if at all.

Having worked in sectors/companies that do and don't offer sick pay there's always staff who come to work who shouldn't because they can't afford to not be paid, and then there's staff who take the odd day off with a runny nose because they will be paid.

I can't see any discrimination issues here though. In most commercial set ups, senior management are predominately male and it is the higher ups that tend to receive (more) sick pay, or sickness is not recorded as such, so this wouldn't necessarily be problem just in education.

In reply to Kimberly:

Thanks, Kimberley. I am in the independent sector, with maintained experience.

I hadn't thought of the reverse view on indirect discrimination!

In reply to Matthew:

I work in a company where maintained contractual rights transferred granting our employees (a selection of them) 6 months' full sick pay, and 6 months' half in a rolling 12-month period irrespective of their banding or seniority. This is an excellent benefit and not something that most would voluntarily offer these days. However, it is also subject to severe abuse which has caused discussion multiple times about its potential removal.

In reply to Philip :

That is very generous indeed! I've seen for teachers a term full pay and then a term half pay.

As ever there seems to be quite a disparity between support and teaching staff.

In reply to Matthew:

Not on the national T&Cs - teachers and support staff are pretty much the same, with up to half a year full pay and half a year half pay depending on LoS.