As we approach April 2026, employees and employers alike are gearing up for changes to the statutory sick pay system in the UK Statutory Sick Pay (SSP) is a form of financial support provided to employees who are unable to work due to illness or injury It is a legal requirement for employers to pay SSP to eligible employees, and the amount is set by the government In this article, we will explore the upcoming changes to SSP in April 2026 and what they mean for both employees and employers.
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 eligible for SSP will receive a slightly higher amount of financial support when they are unable to work due to illness This increase comes as a welcome relief to many workers who rely on SSP to cover their living expenses while they are sick.
In addition to the increase in the weekly rate of SSP, there will also be changes to the eligibility criteria for the scheme From April 2026, employees will need to have been off work due to illness for at least four consecutive days in order to qualify for SSP This is a change from the current eligibility criteria, which requires employees to be off work for three consecutive days before they can receive SSP This means that employees will need to be unwell for a slightly longer period of time before they are entitled to SSP, which may have an impact on their finances.
Another important change to the SSP system in April 2026 is the introduction of a new waiting period for statutory sick pay statutory sick pay april 2026. Currently, employees are entitled to receive SSP from the fourth day of their illness, but from April 2026, there will be a seven-day waiting period before employees can start receiving SSP This means that employees will need to be off work due to illness for a full week before they are eligible for SSP, which may put additional financial strain on those who are unable to work for an extended period of time.
Employers will also be affected by the changes to SSP in April 2026 Not only will they need to update their payroll systems to reflect the increase in the weekly rate of SSP, but they will also need to adhere to the new eligibility criteria and waiting period This may lead to additional administrative burden for employers, as they will need to ensure that they are correctly calculating and paying SSP to eligible employees.
Furthermore, employers may need to review their sickness absence policies and procedures in light of the changes to SSP It is important for employers to have clear and transparent sickness absence policies in place, so that employees understand their rights and responsibilities when it comes to taking time off work due to illness Employers should also communicate any changes to the SSP system to their employees, so that they are aware of how the changes will affect them.
In conclusion, the changes to the statutory sick pay system in April 2026 will have implications for both employees and employers The increase in the weekly rate of SSP will provide additional financial support to employees who are unable to work due to illness, but the new eligibility criteria and waiting period may mean that some employees have to wait longer before they can receive SSP Employers will need to update their payroll systems and sickness absence policies to comply with the changes to SSP, and communicate these changes to their employees Overall, it is important for both employees and employers to be aware of the upcoming changes to SSP and how they will impact them.