In April 2026, there will be significant changes to statutory sick pay (SSP) regulations in the UK Employers and employees alike need to be aware of these changes to ensure they comply with the new rules and understand how they may impact their businesses and finances In this article, we will delve into the updates to SSP for April 2026 and explore what they mean for both 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, but this will rise to £100 per week from April 2026 This means that employees who are unable to work due to illness or injury will receive a slightly higher payment while they are off work Employers must ensure that they update their payroll systems to reflect this change to avoid any discrepancies in payment.
Additionally, there will be changes to the eligibility criteria for SSP in April 2026 Currently, employees are required to earn at least £120 per week to qualify for SSP However, from April 2026, this threshold will increase to £125 per week This means that employees will need to earn a higher income to be eligible for SSP, which may impact part-time or low-wage workers who may struggle to meet the new criteria.
Moreover, the waiting period for SSP will also be adjusted in April 2026 Currently, employees must be off work due to illness or injury for at least four consecutive days to qualify for SSP However, this waiting period will be reduced to three days from April 2026 This means that employees will be able to access SSP sooner after falling ill, providing them with much-needed financial support during their absence from work.
Employers will need to ensure that they are aware of these changes and update their sickness absence policies accordingly It is essential to communicate these updates to employees to ensure they understand their entitlements and rights when it comes to SSP statutory sick pay april 2026. Failure to comply with the new regulations could result in legal consequences for employers, so it is crucial to stay informed and make any necessary adjustments to payroll and HR systems.
In addition to these changes, there will also be updates to how SSP is calculated for employees Currently, SSP is paid for up to 28 weeks for eligible employees However, from April 2026, the calculation of SSP will be based on a rolling 12-week period, rather than a fixed 28-week period This means that employees who have had multiple periods of sickness absence within a 12-week period may still be entitled to SSP, as long as they meet the eligibility criteria.
Furthermore, there will be changes to the statutory sick pay reclaim scheme for small employers from April 2026 Currently, small employers with fewer than 250 employees can reclaim up to two weeks of SSP per employee However, this scheme will be discontinued from April 2026, meaning that small employers will no longer be able to claim back SSP payments for their employees This may have financial implications for small businesses, so it is essential to factor this into budgeting and financial planning for the upcoming financial year.
Overall, the changes to statutory sick pay in April 2026 are aimed at providing better support for employees who are unable to work due to illness or injury Employers must familiarize themselves with these updates to ensure they comply with the new regulations and provide their employees with the necessary support and entitlements Employees should also be aware of their rights and entitlements regarding SSP to ensure they receive the appropriate payments when needed.
In conclusion, the changes to statutory sick pay for April 2026 will have a significant impact on both employers and employees in the UK It is essential to understand these updates and make any necessary adjustments to policies and systems to ensure compliance with the new regulations By staying informed and proactive, employers and employees can navigate these changes smoothly and continue to support each other in times of illness or injury.