As we enter into April 2026, there are some significant changes to statutory sick pay (SSP) that both employers and employees need to be aware of SSP is a payment made by employers to employees who are unable to work due to illness or injury, and these changes could have a significant impact on individuals’ finances and businesses’ budgets Let’s take a closer look at what SSP changes are coming into effect in April 2026.
One of the key changes to SSP in April 2026 is the increase in the weekly rate of payment From the beginning of the month, the standard weekly rate of SSP will rise from £95.85 to £100 This means that employees who are eligible for SSP will receive a higher amount when they are off work due to sickness or injury This increase aims to provide better financial support to those who are unable to work and rely on SSP to cover their living expenses.
In addition to the increase in the standard weekly rate, there will also be changes to the eligibility criteria for SSP From April 2026, employees will need to have been off work due to illness or injury for at least two consecutive days in order to qualify for SSP This is a change from the previous requirement of being off work for four consecutive days before being eligible for SSP By reducing the waiting period, more employees will have access to SSP sooner, providing them with much-needed financial support during periods of ill health.
Furthermore, there will be changes to the way SSP is calculated for employees who have more than one job Currently, individuals who work for more than one employer and are off sick from one job may be eligible for SSP from their other employer However, from April 2026, SSP will only be payable by the employer where the employee is directly employed statutory sick pay april 2026. This change aims to simplify the process for both employees and employers, ensuring that SSP is paid by the appropriate employer.
Employers also need to be aware of their responsibilities when it comes to SSP in April 2026 It is essential for businesses to keep accurate records of employees’ sickness absences and payments of SSP Employers must also ensure that they pay SSP to eligible employees from the fourth consecutive day of sickness absence and continue to do so for up to 28 weeks Failing to comply with these regulations can result in penalties and fines for employers, so it is crucial to stay up to date with the latest SSP requirements.
In addition to the changes in SSP rates and eligibility criteria, there are also updates to the rules around self-isolation due to COVID-19 Employees who are required to self-isolate will continue to be eligible for SSP, regardless of their length of service with their employer This includes individuals who are isolating due to testing positive for COVID-19, coming into contact with someone who has tested positive, or being advised to isolate by NHS Test and Trace It is crucial for employers to support their employees during periods of self-isolation and ensure that they receive the financial support they are entitled to through SSP.
Overall, the changes to SSP in April 2026 aim to provide better financial support to employees who are unable to work due to illness or injury By increasing the weekly rate of SSP, reducing the waiting period for eligibility, and clarifying the rules around multiple employments, these amendments will have a positive impact on individuals’ finances Employers must familiarize themselves with the updated SSP regulations to ensure they comply with their obligations and support their employees during times of sickness As we navigate through these changes, it is essential for both employers and employees to stay informed and understand their rights and responsibilities when it comes to statutory sick pay in April 2026.