As April 2026 approaches, it is important for both employers and employees to familiarize themselves with the changes in statutory sick pay (SSP) SSP is a payment made by employers to employees who are unable to work due to illness or injury It is a legal requirement for employers to pay SSP to their employees who meet the eligibility criteria.
In April 2026, there are several changes to SSP that both employers and employees need to be aware of These changes are aimed at ensuring that employees receive fair and adequate support when they are unable to work due to sickness or injury Here is everything you need to know about statutory sick pay in April 2026:
1 Rate of SSP: In April 2026, the rate of SSP will increase to £98.25 per week This is an increase from the previous rate of £96.35 per week Employees who are eligible for SSP will receive this amount for up to 28 weeks if they are unable to work due to illness or injury.
2 Qualifying days: Employees are entitled to SSP from the fourth day of absence due to sickness or injury This means that they must have been off work for at least four consecutive days in order to qualify for SSP However, employers can choose to pay SSP from the first day of absence if they have a company sick pay scheme in place.
3 Eligibility criteria: To be eligible for SSP, employees must earn at least £120 per week and have been off work due to sickness or injury for at least four days in a row They must also provide their employer with a self-certification form or a fit note from a doctor stating the reason for their absence.
4 Length of payment: Employees can receive SSP for up to 28 weeks if they are off work due to sickness or injury After this period, they may be eligible for other sources of financial support such as Employment and Support Allowance (ESA) or Personal Independence Payment (PIP) if they are still unable to work.
5 statutory sick pay april 2026. Changes for employers: Employers are required to keep detailed records of SSP payments made to employees, including the dates of absence and the amount paid They must also provide employees with a written statement of their SSP entitlement if requested Failure to comply with these requirements can result in fines or legal action.
6 Statutory sick pay and COVID-19: The rules for SSP related to COVID-19 have been updated in April 2026 Employees who are off work due to COVID-19 can receive SSP from the first day of absence, regardless of how many days they have been off work This is to ensure that employees are supported financially while they self-isolate or recover from the virus.
7 Returning to work: If an employee is on SSP and wishes to return to work before the end of the 28-week period, they must provide their employer with a fit note from a doctor stating that they are fit to return to work Employers are not allowed to dismiss or discriminate against employees for taking sick leave or for being on SSP.
In conclusion, statutory sick pay is an important source of financial support for employees who are unable to work due to illness or injury The changes to SSP in April 2026 aim to provide fair and adequate support to employees while maintaining the integrity of the system Employers and employees need to be aware of these changes and ensure that they comply with the legal requirements related to SSP By understanding their rights and responsibilities, both employers and employees can navigate the system effectively and ensure that employees receive the support they need during times of sickness or injury
Overall, statutory sick pay is a vital element of the UK’s employment laws, and it is crucial for both employers and employees to be aware of the changes in SSP in April 2026 By staying informed and following the guidelines, employers can support their employees effectively while employees can access the financial assistance they need during periods of ill health