As of April 2026, there will be significant changes to the statutory sick pay (SSP) system in the United Kingdom These changes are intended to make SSP more accessible and flexible for employees who are unable to work due to illness or injury Employers need to be aware of these changes to ensure that they are compliant with the new regulations and can support their employees effectively.
One of the key changes to SSP in April 2026 is an increase in the weekly rate of SSP The standard rate of SSP will increase from £96.35 to £100 per week, providing employees with a slightly higher level of financial support when they are unable to work due to sickness This increase aims to help employees better manage their finances while they are off work and ensure that they do not face financial hardship due to illness.
In addition to the increase in the SSP rate, there will also be changes to the eligibility criteria for SSP From April 2026, employees will be eligible for SSP from the first day of their absence, as opposed to the current system where SSP is only paid from the fourth day of sickness This change is intended to provide more immediate support to employees who are unwell and encourage them to take time off work when they are ill, rather than trying to work through their sickness.
Furthermore, the qualifying conditions for SSP will be simplified in April 2026 Currently, employees must earn at least £120 per week to be eligible for SSP, but this threshold will be removed under the new regulations This change will make SSP available to a wider range of employees, including those who work part-time or on irregular hours, ensuring that more workers have access to financial support when they are unable to work due to sickness.
Employers will also see changes to their obligations regarding SSP in April 2026 Under the new regulations, employers will be required to pay SSP to employees for up to 28 weeks, an increase from the current limit of 28 weeks statutory sick pay april 2026. This change will provide more support to employees who are off work due to long-term illness or injury, allowing them to focus on their recovery without worrying about financial pressures.
Additionally, employers will be required to maintain accurate records of SSP payments made to employees and report these payments to HM Revenue and Customs (HMRC) on a monthly basis This reporting requirement aims to improve transparency and compliance with SSP regulations, ensuring that employees receive the correct amount of SSP and that employers fulfil their legal obligations.
It is important for employers to familiarize themselves with these changes to SSP in April 2026 and ensure that they are prepared to implement them effectively Employers should update their internal policies and procedures to reflect the new regulations, including the changes to SSP rates, eligibility criteria, and reporting requirements Training should be provided to HR staff and line managers to ensure they understand the new rules and can support employees appropriately.
Employees should also be informed of the changes to SSP in April 2026, including the increase in the SSP rate, the removal of the earnings threshold, and the new reporting requirements for employers Employees should be made aware of their rights to SSP and how to claim it if they are unable to work due to illness or injury Clear communication from employers will help to ensure that employees understand their entitlement to SSP and can access the support they need when they are unwell.
In conclusion, the changes to SSP in April 2026 aim to improve the support available to employees who are unable to work due to sickness By increasing the SSP rate, simplifying the eligibility criteria, and extending the duration of SSP payments, the new regulations seek to provide more immediate and comprehensive financial support to employees when they need it most Employers must be aware of these changes and maintain compliance with the new regulations to ensure that they can support their employees effectively and fulfill their legal obligations.