As we enter a new tax year in April 2026, there are changes to statutory sick pay that employers and employees need to be aware of Statutory Sick Pay (SSP) is a payment made by employers to employees who are unable to work due to illness It is a legal requirement for employers to pay SSP to employees who meet certain eligibility criteria
From April 2026, there will be changes to the rates and rules surrounding SSP It is important for employers to understand these changes to ensure they are compliant and for employees to be aware of their entitlements in case they need to take time off due to illness.
One of the key changes to SSP in April 2026 is the increase in the weekly rate The standard rate of SSP will increase to £112.30 per week, up from £95.85 in the previous tax year This increase will provide some relief to employees who are off work due to illness and rely on SSP to support themselves financially.
Another change to SSP in April 2026 is the extension of the waiting period Currently, employees are entitled to SSP from the fourth day of illness However, from April 2026, this waiting period will be extended to seven days This means that employees will need to be off work due to illness for at least seven consecutive days before they can start receiving SSP.
In addition to these changes, there are also adjustments to the rules surrounding eligibility for SSP Employers must bear in mind that employees will need to earn at least £127 per week to be eligible for SSP, an increase from the previous threshold of £120 statutory sick pay april 2026. Furthermore, employees must provide evidence of their illness, such as a doctor’s note, if they are off work for more than seven days.
Employers should ensure that their policies and procedures are up to date with these changes to avoid any potential issues with compliance It is crucial for employers to understand their obligations when it comes to SSP and to communicate these changes to employees effectively.
For employees, it is essential to know their rights and entitlements when it comes to SSP If they fall ill and are unable to work, they may be eligible for SSP if they meet the eligibility criteria Knowing the waiting period and the evidence required can help employees navigate the process of claiming SSP more smoothly.
In some cases, employees may be entitled to more than SSP if their illness is long-term or severe In these situations, they may be able to claim benefits such as Employment and Support Allowance (ESA) or Personal Independence Payment (PIP) It is advisable for employees to seek advice from their employer or a financial advisor if they are unsure about their entitlements.
Employers should also be aware of the potential impact of SSP on their business Paying SSP can be a financial burden for small businesses, especially if they have a high number of employees off sick It is important for employers to have contingency plans in place to cover the costs of SSP and ensure that they are able to manage absences effectively.
Overall, the changes to statutory sick pay in April 2026 are designed to provide increased support to employees who are off work due to illness By understanding these changes and ensuring compliance, both employers and employees can navigate the process of claiming SSP more effectively It is important for employers to communicate these changes to their employees and for employees to be aware of their entitlements to ensure a smooth process for all parties involved.