As the calendar turns to April 2026, there are some important changes to statutory sick pay that both employers and employees in the UK should be aware of Statutory Sick Pay (SSP) is designed to provide support to employees who are unable to work due to illness or injury Understanding the changes that come into effect in April 2026 is crucial for both employees and employers to ensure compliance and to navigate any potential challenges that may arise.
One of the key changes to SSP in April 2026 is the increase in the weekly rate From April 2026, the standard weekly rate of SSP will rise to £101.35, up from £96.35 This increase is intended to provide better financial support to employees who are unable to work due to illness or injury Employers will need to ensure that they are aware of the new rate and adjust their payroll systems accordingly to ensure that employees receive the correct amount of SSP.
In addition to the increase in the weekly rate, there are also changes to the eligibility criteria for SSP From April 2026, employees will need to earn at least £125 per week to qualify for SSP, an increase from the previous threshold of £120 per week This change is intended to ensure that SSP is targeted towards those who are most in need of financial support when they are unable to work due to illness or injury Employers will need to check that their employees meet the new earnings threshold to ensure that they are eligible for SSP.
Another important change to SSP in April 2026 is the introduction of a new waiting period From April 2026, employees will need to be off work due to illness or injury for at least three days before they can qualify for SSP This is an increase from the previous waiting period of one day statutory sick pay april 2026. The new waiting period is intended to reduce the number of short-term absences that are covered by SSP and focus support on those who are off work for a longer period due to more serious illness or injury Employers will need to track absences carefully to ensure that employees meet the new waiting period criteria before they can receive SSP.
Employers should also be aware of their obligations when it comes to SSP in April 2026 They are required to pay SSP to eligible employees for up to 28 weeks if they are unable to work due to illness or injury Employers should ensure that they have clear policies and procedures in place for managing SSP, including how to assess eligibility, how to calculate and pay SSP, and how to keep accurate records of SSP payments Failure to comply with SSP regulations can result in financial penalties and damage to the employer’s reputation.
Employees should also be aware of their rights when it comes to SSP in April 2026 They are entitled to SSP if they meet the eligibility criteria, regardless of how long they have been employed by their current employer Employees should inform their employer as soon as possible if they are unable to work due to illness or injury and provide the necessary evidence, such as a doctor’s note, to support their claim for SSP Employees should also be aware of their rights to challenge any decisions made by their employer regarding SSP eligibility or payments.
In conclusion, the changes to statutory sick pay in April 2026 bring important updates that both employers and employees in the UK need to be aware of From the increase in the weekly rate to the changes in eligibility criteria and waiting periods, these updates aim to provide better support to those who are unable to work due to illness or injury Employers and employees should ensure that they understand these changes and take the necessary steps to comply with SSP regulations to ensure a smooth process for managing sick pay in the workplace.