As we approach April 2026, it’s important for employers and employees alike to understand the latest updates to statutory sick pay (SSP) regulations Statutory sick pay is a payment that employers are required to make to employees who are unable to work due to illness or injury Understanding the rules and changes surrounding SSP can help businesses stay compliant and ensure that employees receive the support they need during times of sickness.
One of the key changes to SSP in April 2026 is the increase in the weekly rate From April 2026, the standard rate of SSP will rise from £95.85 per week to £100 per week This means that employees who are eligible for SSP will receive a slightly higher amount when they are off work due to illness Employers should ensure that they are aware of this change and update their payroll systems accordingly to reflect the new rate.
Another important update to SSP in April 2026 is the extension of eligibility criteria for SSP Previously, employees had to earn at least £120 per week to qualify for SSP However, from April 2026, this threshold will be lowered to £100 per week This means that more employees will be eligible for SSP payments if they are unable to work due to illness Employers should be prepared for this change and ensure that they have processes in place to accurately determine which employees are entitled to SSP.
Additionally, the waiting period for SSP will be reduced from four days to three days from April 2026 This means that employees will be eligible for SSP from the fourth day that they are off work due to illness, rather than having to wait for seven days as was previously the case statutory sick pay april 2026. This change will provide employees with quicker access to financial support when they are unwell, which can help to alleviate some of the financial stress that can come with being off work due to illness.
Employers should also be aware of their obligations when it comes to SSP record-keeping Under the new regulations, employers will be required to keep detailed records of all SSP payments that they make, including the dates that employees are off work, the amount of SSP paid, and the reason for the absence This information will need to be kept for at least three years and made available to HM Revenue and Customs if requested Employers should ensure that they have processes in place to accurately record and store this information to remain compliant with the regulations.
It’s also important for employers to support their employees when they are off sick and receiving SSP This can include staying in regular contact with employees to check on their well-being, providing information about any additional support services that may be available, and considering reasonable adjustments to help employees return to work when they are ready By showing compassion and understanding towards employees who are unwell, employers can help to create a supportive and caring work environment.
In conclusion, the changes to statutory sick pay in April 2026 are designed to provide employees with greater financial support when they are unable to work due to illness Employers should familiarize themselves with the new regulations and ensure that they are compliant with the updated rules By staying informed and prepared, employers can help to ensure that their employees receive the support they need during times of sickness Remember, a healthy and supported workforce is a productive workforce