As we approach April 2026, it is important for both employers and employees to be aware of the changes to statutory sick pay (SSP) that will come into effect SSP is a payment made to employees who are unable to work due to illness or injury and is a legal requirement for most employers in the UK The government regularly reviews and updates the rules surrounding SSP to ensure that it remains fair and effective for all parties involved In this article, we will explore the changes to SSP that will take place in April 2026 and what this means for 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, which is paid for up to 28 weeks to eligible employees From April 2026, this rate is set to rise to £100 per week This increase is in line with the government’s commitment to support workers who are unable to work due to sickness or injury and ensure that they receive a fair amount to help cover their living expenses during this time.
Another important change to SSP in April 2026 is the extension of eligibility criteria Under the new rules, employees will be eligible for SSP from the first day of sickness, rather than having to wait for a minimum of three consecutive days off work This change is designed to provide more immediate financial support to employees who fall ill and need to take time off work It is also hoped that this will encourage employees to stay at home when they are unwell, rather than coming into work and potentially spreading illness to colleagues.
Employers will also have new responsibilities when it comes to SSP in April 2026 They will be required to keep more detailed records of when SSP is paid to employees and for how long This information will need to be provided to HM Revenue & Customs (HMRC) upon request, to ensure that SSP is being administered correctly and in compliance with the law statutory sick pay april 2026. Employers who fail to keep accurate records or provide the necessary information to HMRC may face penalties and sanctions.
In addition to these changes, employers should also be aware of their duty to provide a written statement to employees who are entitled to SSP This statement should outline the amount of SSP they are eligible to receive and the period for which it will be paid Employers are also required to inform employees of their own sickness reporting procedures and what is expected of them when they are unable to work due to illness.
For employees, the changes to SSP in April 2026 mean that they will receive a higher rate of pay if they are unable to work due to sickness or injury This will provide welcome financial support during a difficult time and help to ease the financial burden of being off work The new eligibility criteria will also make it easier for employees to access SSP when they need it, without having to wait for a prolonged period before receiving support.
It is important for both employers and employees to be aware of these changes to SSP in April 2026 and ensure that they are compliant with the new rules Employers should update their policies and procedures to reflect the updated rates and eligibility criteria, while employees should be informed of their rights and entitlements under the new regulations By staying informed and following the guidelines set out by the government, employers and employees can ensure that SSP continues to provide essential support to those who need it most.
In conclusion, the changes to statutory sick pay in April 2026 will bring about a number of important updates to the system From an increase in the weekly rate to new eligibility criteria, these changes are designed to make SSP fairer and more accessible for all parties involved Employers and employees should take the time to understand these changes and make any necessary adjustments to their policies and procedures to ensure compliance By working together, we can ensure that SSP continues to provide vital support to those who are unable to work due to illness or injury.