As we approach April 2026, changes to statutory sick pay regulations are set to take effect. Statutory Sick Pay (SSP) is a payment made by employers to employees who are unable to work due to illness or injury. It is a legal requirement for employers to provide SSP to eligible employees, and failure to do so can result in penalties.
The upcoming changes to SSP in April 2026 will impact both employers and employees. It is important for businesses to understand these changes to ensure compliance with the law and to support their employees effectively during periods of sickness.
One of the key changes to SSP in April 2026 is the increase in the rate of SSP. Currently, the standard rate of SSP is £96.35 per week, but this is set to increase in April 2026. The exact rate for April 2026 has not yet been confirmed, but it is expected to be announced closer to the time.
This increase in the rate of SSP will be welcomed by many employees who rely on the payment to help cover their living costs while they are unable to work. Employers will need to ensure that they are aware of the new rate and that they adjust their payroll systems to reflect this change.
Another important change to SSP in April 2026 is the extension of eligibility criteria. Currently, employees are only eligible for SSP if they earn an average of at least £120 per week. However, from April 2026, this threshold is set to be lowered to £100 per week. This means that more employees will be entitled to SSP, providing them with vital financial support during periods of illness.
Employers will need to review their sick pay policies and procedures to ensure that they are in line with the new eligibility criteria. It is essential that employers communicate these changes to their employees to prevent any confusion or misunderstandings.
In addition to the changes in SSP rates and eligibility criteria, there will also be updates to the rules around notifying absence and providing evidence of sickness. Currently, employees are required to notify their employer of their sickness absence within seven days and provide a self-certification after the first week of absence. From April 2026, these rules are set to change, with employees being required to provide evidence of sickness from the first day of absence.
This change is designed to prevent abuse of the SSP system and to ensure that employees who genuinely need support are able to access it. Employers will need to update their sickness absence procedures to reflect this change and to make sure that employees are aware of the new requirements.
It is important for employers to understand the changes to SSP in April 2026 and to take action to ensure compliance with the new regulations. Failure to do so could result in financial penalties and damage to the employer’s reputation.
Employers should review their sick pay policies and procedures, communicate the changes to their employees, and update their payroll systems to reflect the new SSP rate. By doing so, employers can support their employees effectively during periods of illness and ensure that they are fulfilling their legal obligations.
Employees should also familiarize themselves with the changes to SSP in April 2026 so that they are aware of their rights and entitlements. If employees have any concerns about their eligibility for SSP or the payment they receive, they should raise these with their employer or seek advice from a legal professional.
In conclusion, the changes to statutory sick pay in April 2026 will have a significant impact on both employers and employees. It is vital for businesses to understand these changes, update their policies and procedures accordingly, and ensure that they are supporting their employees effectively during periods of illness. By taking proactive steps to comply with the new regulations, employers can create a positive working environment and support their workforce when they need it most.
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**statutory sick pay april 2026**: https://www.gov.uk/statutory-sick-pay/overview