As we enter the year 2026, it is important for employees and employers alike to stay informed about any changes to statutory sick pay (SSP) regulations In April 2026, there have been updates to the SSP system that will impact how sick leave is managed in the workplace Understanding these changes is crucial to ensure compliance and fair treatment for all employees
One of the key changes to SSP in April 2026 is an increase in the rate at which sick pay is paid to eligible employees The standard rate of SSP will rise from £96.35 to £100.15 per week, providing a slight increase in financial support for those who are unable to work due to illness This change will apply to all eligible employees regardless of their weekly earnings, ensuring that those in need of sick pay receive a fair and consistent rate of support.
Additionally, the qualifying conditions for SSP have also been adjusted in April 2026 To be eligible for SSP, employees must now have been off work sick for at least four consecutive days, including weekends and bank holidays This change aims to reduce the number of short-term absences that are currently covered by SSP, encouraging employees to return to work sooner and reducing the burden on employers to manage frequent periods of sick leave.
Employers will also be required to keep better records of SSP payments and sickness absences under the new regulations From April 2026, employers must keep detailed records of all SSP payments made to employees, including the dates of absence and the amount paid This information will need to be kept for at least three years and may be subject to inspection by HM Revenue & Customs to ensure compliance with SSP regulations.
Furthermore, employers will need to provide written notice to employees who are eligible for SSP, outlining the amount of sick pay they will receive and the dates that it will be paid statutory sick pay april 2026. This written notice must be provided within seven days of the employee’s first day of sickness absence and must be given for each period of sickness that qualifies for SSP Failure to provide this notice could result in penalties for employers, so it is important to ensure that all employees are kept informed about their sick pay entitlements.
In addition to these changes, the method of calculating SSP entitlement has also been modified in April 2026 Previously, SSP was paid for a maximum of 28 weeks per year, but this limit has now been removed Employees who meet the qualifying conditions for SSP will be entitled to receive payments for as long as they are off work sick, providing them with greater financial security during extended periods of illness.
It is important for both employers and employees to be aware of these changes to SSP in April 2026 to ensure compliance with the new regulations Employers should review their existing sick pay policies and procedures to ensure that they are up to date and in line with the latest requirements This may involve updating internal HR systems, providing training to managers and supervisors, and communicating the changes to all staff members.
Employees should also familiarise themselves with the new SSP entitlements and qualifying conditions to ensure that they receive the sick pay they are entitled to If employees have any questions or concerns about their SSP entitlements, they should speak to their employer or HR department for clarification.
In conclusion, the changes to statutory sick pay in April 2026 aim to provide a fair and consistent system of support for employees who are unable to work due to illness By understanding these changes and ensuring compliance with the new regulations, both employers and employees can work together to create a supportive and inclusive workplace environment.