Statutory Sick Pay (SSP) is a payment made by an employer to employees who are unable to work due to illness or injury In April 2026, there have been some changes to the SSP regulations in the UK that both employers and employees need to be aware of.
The first change that has come into effect in April 2026 is the increase in the SSP rate From April 7th, employees who are eligible for SSP will receive a payment of £102.53 per week, up from £96.35 in the previous tax year This increase aims to provide better support for employees who are unable to work due to ill health.
Employers are required to pay SSP to eligible employees for up to 28 weeks, provided they meet the qualifying conditions To be eligible for SSP, employees must earn at least £120 per week and have been off work due to illness for at least four consecutive days, including non-working days Employees must also inform their employer of their illness within the required time frame in order to receive SSP.
In addition to the increase in the SSP rate, another change that has been introduced in April 2026 is the extension of SSP to workers who are on low incomes Previously, only employees earning above the Lower Earnings Limit (LEL) were eligible for SSP However, the government has now expanded eligibility to include workers earning below the LEL, ensuring that more individuals can access financial support when they are unable to work due to illness.
Employers are responsible for paying SSP to eligible employees from the fourth day of sickness absence, known as the waiting period statutory sick pay april 2026. The government has also introduced measures to encourage employers to support employees with health conditions and disabilities by offering flexible working arrangements and access to occupational health services.
It is important for both employers and employees to understand their rights and responsibilities regarding SSP to ensure compliance with the law Employers must keep accurate records of SSP payments and communicate the eligibility criteria to their employees Employees must provide their employer with the necessary evidence of their illness, such as a doctor’s note, to receive SSP.
In cases where an employee’s illness extends beyond the 28-week SSP period, they may be eligible for other forms of financial support, such as Employment and Support Allowance (ESA) Employers should work closely with employees to explore their options and provide the necessary assistance during periods of ill health.
While SSP provides valuable financial support to employees who are unable to work due to illness, it is essential for employers to have appropriate measures in place to manage sickness absence effectively This includes implementing robust absence management policies, conducting return-to-work interviews, and offering support to employees with health conditions.
In conclusion, the changes to the SSP regulations in April 2026 aim to improve support for employees who are unable to work due to illness or injury The increase in the SSP rate and the extension of eligibility criteria will benefit both employees and employers, ensuring that individuals can access financial assistance when they need it most By understanding their rights and responsibilities regarding SSP, employers and employees can work together to promote a healthier and more productive workforce.