As we approach April 2026, many changes are set to take place regarding statutory sick pay (SSP) in the UK Understanding these changes is crucial for both employers and employees to ensure compliance with the new regulations In this article, we will delve into the details of the upcoming amendments to SSP and what they mean for you.
First and foremost, it is important to note that SSP is a payment made by employers to employees who are unable to work due to illness The current rate for SSP is £96.35 per week, and this is set to increase in April 2026 From April, the rate will rise to £100 per week, providing additional financial support to those who are off work due to sickness.
In addition to the increase in the weekly rate, there will also be changes to the eligibility criteria for SSP Currently, employees need to earn at least £120 per week to qualify for SSP However, this threshold will be lowered to £100 per week from April 2026 This means that more employees will be eligible for SSP, ensuring that those who need financial support when they are ill can access it.
Another important change to be aware of is the extension of SSP to cover the first three days of sickness absence Currently, SSP is only payable from the fourth day of illness onwards However, from April 2026, employees will be entitled to receive SSP from the first day of sickness absence This will provide more immediate financial support to employees who are unwell and unable to work.
Employers should also be aware of their responsibilities when it comes to SSP It is a legal requirement for employers to pay SSP to employees who meet the eligibility criteria statutory sick pay april 2026. Failure to do so can result in penalties and legal action Employers should ensure that they are familiar with the new regulations coming into effect in April 2026 and make any necessary adjustments to their payroll systems to accommodate the changes.
In addition to the changes outlined above, there are a few other key points to be aware of when it comes to SSP in April 2026 Firstly, employees will still need to provide evidence of their sickness absence, such as a doctor’s note, to qualify for SSP Employers should ensure that they have appropriate procedures in place to verify sickness absence and process SSP payments accordingly.
Secondly, employees who are off work due to COVID-19 may be entitled to receive SSP if they meet the eligibility criteria This includes employees who are self-isolating due to a positive COVID-19 test or those who are required to isolate due to contact with someone who has tested positive Employers should be aware of the specific rules around SSP for COVID-19-related absence and ensure that employees receive the support they are entitled to.
Overall, the changes to SSP in April 2026 are aimed at providing additional support to employees who are off work due to illness The increase in the weekly rate, the lowering of the earnings threshold, and the extension of SSP to cover the first three days of sickness absence will all help to ensure that employees receive the financial support they need when they are unwell.
Employers should familiarise themselves with the new regulations and take any necessary steps to ensure compliance This includes updating payroll systems, communicating the changes to employees, and establishing clear procedures for verifying sickness absence and processing SSP payments.
In conclusion, the changes to SSP in April 2026 are set to provide valuable support to employees who are off work due to illness By understanding the new regulations and taking proactive steps to comply with them, employers can ensure that their employees receive the financial support they are entitled to With these changes in place, employees can rest assured that they will be supported during times of sickness, allowing them to focus on their recovery and eventual return to work.