Many thanks for your patience, I am pleased to be able to continue assisting with your query now. First of all, I am sorry to hear about the issues you have experienced in your situation.
By law you are certainly entitled to SSP for a period of self-isolation as the rules were changed to specifically include that to the situations when SSP becomes payable. If, at the same time, you also have guaranteed contractual sick pay, that should also apply as you are basically not fit for work due to a health matter and therefore that still makes you be off on sick leave. If the contractual sick pay was discretionary, the employer could potentially exercise such discretion and not pay you for the self-isolation period, however if there are no conditions attached to such an entitlement, then it should be automatically paid. It is unfortunately that the employer did not envisage how many people may suddenly be entitled to such sick pay, but that does not remove the employees’ rights to expect it to be paid.
If the employer is not willing to budge, then at first a grievance should be raised about it. You can get a detailed explanation of the grievance process here:
In summary, an employee is expected to submit their concerns in writing and send them to their line manager, or whoever is nominated as the person to send grievances to under an official workplace grievance policy.
The complaint should include details of what the grievance is about, any evidence that may exist which is relevant and also what the employee wants their employer to do about this issue.
Once the grievance has been submitted, the employer is expected to arrange a formal grievance hearing, inviting the employee to attend and discuss the nature of their complaint. The meeting is also as an opportunity to ask for further clarification or information, as required.
Following the meeting, the employer will take time to consider all the issues and evidence and then make a decision, communicating it to the employee. If the outcome is not to the complainant’s satisfaction, they can appeal and get a second opinion from a different person assigned by the employer to consider the appeal. Once the appeal is also completed, that brings to an end the formal grievance process and there is no option to escalate it further internally.