Understanding Statutory Sick Pay Changes In April 2026

As April 2026 approaches, employees and employers in the UK need to be aware of the changes happening to statutory sick pay (SSP) The government has announced updates to the SSP scheme that will impact how sick leave is calculated and paid out These changes aim to provide better support for employees who are too ill to work while also ensuring that businesses are not unfairly burdened by excessive sick pay costs.

One of the key changes to SSP in April 2026 is the increase in the weekly rate Currently, eligible employees can receive £96.35 per week in SSP However, from April 2026, this rate will increase to £100 per week This rise in the weekly rate aims to better reflect the cost of living and provide more financial support to those who are unwell and unable to work.

Another important change is the adjustment to the waiting period for SSP Currently, employees must wait four consecutive days before they can start receiving SSP However, from April 2026, this waiting period will be reduced to three consecutive days This change aims to provide quicker access to financial support for employees who fall ill, reducing the financial strain of being unable to work.

Additionally, there will be changes to the definition of a “period of incapacity for work” under the SSP scheme Currently, this period is continuous if it lasts for four or more days in a row, including non-working days However, from April 2026, the period of incapacity for work will be considered continuous if it lasts for three or more days in a row, including non-working days This change aims to provide better protection for employees who have shorter bouts of illness, ensuring they are not unfairly penalized for needing time off work.

Employers should also be aware of the changes to the percentage of earnings used to calculate SSP statutory sick pay april 2026. Currently, SSP is calculated at a rate of 90% of the employee’s average weekly earnings However, from April 2026, SSP will be calculated at a rate of 92% of the employee’s average weekly earnings This adjustment aims to provide a more accurate reflection of the earnings employees would have received if they were not sick, ensuring they are not financially disadvantaged due to illness.

It is important for both employees and employers to understand these changes to ensure they are compliant with the updated SSP regulations Employers must be prepared to implement these changes from April 2026 onwards, including updating their payroll systems and informing employees of the new SSP rates and waiting periods Employees should be aware of their rights to SSP and how these changes may impact their entitlement to sick pay.

In addition to the changes in SSP rates and calculations, employers should also be mindful of the wider implications of sickness absence in the workplace High levels of absence can lead to decreased productivity, increased workload for other employees, and higher costs for the business Therefore, it is important for employers to have policies and procedures in place to manage sickness absence effectively, including supporting employees to return to work as soon as they are able.

Overall, the changes to statutory sick pay in April 2026 aim to provide better support for employees who are too ill to work while also ensuring that businesses are not unfairly burdened by excessive sick pay costs By understanding these changes and taking proactive steps to manage sickness absence, both employees and employers can navigate the updated SSP regulations effectively and ensure a fair and supportive working environment.

In conclusion, the changes to statutory sick pay in April 2026 represent an important update to the SSP scheme that will impact how sick leave is calculated and paid out Employers and employees should familiarize themselves with these changes to ensure they are compliant with the updated regulations and can effectively manage sickness absence in the workplace By being prepared and proactive, both employers and employees can navigate the changes to SSP with confidence and ensure a fair and supportive working environment for all.