In April 2026, significant changes to statutory sick pay (SSP) are set to come into effect in the United Kingdom This will impact employers and employees alike, as the new regulations aim to improve the support available to workers who are unable to work due to illness or injury It is important for businesses to familiarize themselves with these changes in order to ensure compliance and adequately support their staff during times of sickness.
One of the key changes to SSP in April 2026 is the increase in the weekly rate of payment Currently, eligible employees are entitled to £96.35 per week if they are too unwell to work However, from April 2026, this amount will rise to £100 per week This change aims to provide a more substantial level of financial support to those who are off work due to sickness, helping them to meet their living expenses while they recover.
In addition to the increase in the weekly rate of SSP, there will also be changes to the eligibility criteria for this benefit Currently, employees must earn at least £120 per week to qualify for SSP However, from April 2026, this threshold will be increased to £125 per week This means that more low-income workers will be able to access SSP when they need it, providing them with much-needed financial support during periods of ill health.
Another important change to SSP in April 2026 is the introduction of a new waiting period before employees can start receiving payments Currently, employees are eligible for SSP from the fourth day of sickness absence However, from April 2026, this waiting period will be extended to seven days This means that employees will need to be off work for a longer period before they can access SSP, which aims to reduce the number of short-term absences and encourage a quicker return to work where possible.
Furthermore, the definition of a “period of incapacity for work” will be revised under the new SSP regulations statutory sick pay april 2026. Currently, this is defined as a period of illness or injury that lasts for four or more consecutive days However, from April 2026, this definition will be changed to a period of illness or injury that lasts for more than seven consecutive days This change aims to ensure that SSP is targeted at those who are genuinely unable to work due to sickness, rather than those who are taking frequent short-term absences.
Employers will also be required to keep more detailed records of SSP payments from April 2026 Currently, businesses must keep records of SSP payments for a minimum of three years However, this will be extended to six years under the new regulations This aims to improve transparency and accountability around SSP payments, helping to prevent fraud and ensure that employees are receiving the support they are entitled to.
Overall, the changes to statutory sick pay in April 2026 aim to provide a more generous and sustainable system of support for employees who are unable to work due to illness or injury The increase in the weekly rate of payment, changes to eligibility criteria, waiting period, definition of incapacity for work, and record-keeping requirements all work together to create a more robust system that benefits both employees and employers.
It is important for businesses to be aware of these changes and to update their policies and procedures accordingly Employers should ensure that their HR and payroll teams are familiar with the new SSP regulations and are able to implement them effectively from April 2026 By doing so, businesses can ensure that they are compliant with the law and are able to support their employees when they need it most.
In conclusion, the changes to statutory sick pay in April 2026 represent a positive step forward in providing better support to workers who are unable to work due to illness or injury These changes will help to ensure that employees receive the financial assistance they need during periods of ill health, while also encouraging a quicker return to work where possible Employers should take the time to understand these changes and implement them effectively to support their employees and remain compliant with the law.