As we approach April 2026, there are significant changes to statutory sick pay that both employers and employees need to be aware of Statutory Sick Pay (SSP) is a payment made by employers to employees who are unable to work due to illness It is a legal requirement in the UK, and the amount and eligibility criteria are set by the government In this article, we will explore the changes to SSP that will come into effect in April 2026 and what this means for both employers and employees.
One of the key changes to SSP in April 2026 is the increase in the weekly rate Currently, the standard rate of SSP is £96.35 per week, but from April 2026, this will rise to £100 per week This increase reflects the rising cost of living and aims to provide better support to employees who are off work due to illness Employers will need to ensure they are aware of this change and update their payroll systems accordingly to ensure that employees receive the correct amount of SSP.
In addition to the increase in the weekly rate of SSP, there will also be changes to the eligibility criteria for SSP in April 2026 Currently, employees are eligible for SSP if they earn at least £120 per week, but from April 2026, this threshold will increase to £125 per week This means that more employees will be eligible for SSP in April 2026, providing additional support to those who need it.
Another significant change to SSP in April 2026 is the introduction of a new waiting period Currently, employees are eligible for SSP from the fourth day of sickness absence, but from April 2026, there will be a seven-day waiting period before employees can start receiving SSP This change aims to reduce the number of short-term absences and encourage employees to take the necessary steps to recover fully before returning to work.
Employers will need to ensure they communicate this waiting period to employees and update their absence policies to reflect this change statutory sick pay april 2026. It is essential for employers to support their employees during this waiting period and provide any necessary support or adjustments to help them get back to work as soon as possible.
One key aspect of SSP that will remain unchanged in April 2026 is the length of time employees can receive SSP for Currently, employees can receive SSP for up to 28 weeks, and this will remain the same in April 2026 Employers will need to continue to monitor employees’ sickness absence and ensure they are providing the necessary support to help employees return to work as soon as they are able.
It is essential for employers to understand their obligations when it comes to SSP and to ensure they are compliant with the changes coming into effect in April 2026 This includes updating their payroll systems, communicating changes to employees, and providing the necessary support to help employees return to work as quickly as possible.
For employees, it is crucial to be aware of their rights when it comes to SSP and to understand the changes that will be taking place in April 2026 If employees are unsure about their eligibility for SSP or have any concerns about their sickness absence, they should speak to their employer or HR department for further guidance.
In conclusion, the changes to statutory sick pay in April 2026 will have a significant impact on both employers and employees The increase in the weekly rate, changes to the eligibility criteria, and the introduction of a waiting period all aim to provide better support to employees who are unable to work due to illness It is essential for employers to be aware of these changes and to ensure they are compliant to avoid any potential penalties Employees should also familiarize themselves with their rights when it comes to SSP and seek guidance if needed By working together, employers and employees can ensure that those who are unwell receive the support they need to recover and return to work