As we head into April 2026, it’s important for employees and employers alike to understand the latest updates regarding statutory sick pay Statutory sick pay (SSP) is a payment that employees are entitled to if they are unable to work due to illness or injury This article will explore what the changes to SSP mean for both employees and employers in April 2026.
The basic rate of SSP for April 2026 will remain the same as the previous year, at £96.35 per week To be eligible for SSP, employees must earn an average of at least £120 per week SSP is paid by employers for up to 28 weeks, and it is tax-free Employers can choose to pay more than the statutory amount if they wish.
One of the key changes to SSP in April 2026 is the introduction of a new waiting period Previously, employees had to wait for three consecutive days of sickness before they were eligible for SSP However, from April 2026, the waiting period will be extended to five days This means that employees will have to be off work due to illness or injury for at least five days before they can start receiving SSP.
Employers should be aware of this change and update their sick leave policies accordingly It is important to communicate this new waiting period to employees so that they understand when they will be eligible for SSP Employers should also ensure that they have the necessary procedures in place to record and manage sickness absence effectively.
Another important change to SSP in April 2026 is the removal of the Lower Earnings Limit (LEL) for eligibility Previously, employees had to earn at least the LEL in order to qualify for SSP statutory sick pay april 2026. However, from April 2026, this requirement will be abolished This means that all employees who earn at least £120 per week will be entitled to SSP, regardless of their earnings.
This change is intended to make SSP more accessible to a wider range of workers, particularly low-income earners Employers should be aware of this change and ensure that all eligible employees are aware of their rights to SSP It is important to have clear and transparent procedures in place for employees to claim SSP when they are off work due to sickness.
Employers should also be aware of their responsibilities when it comes to SSP It is important to keep accurate records of sickness absence and SSP payments, as these may be subject to audit by HM Revenue and Customs (HMRC) Employers should ensure that they are complying with all relevant legislation and guidelines regarding SSP to avoid any potential issues in the future.
In addition to the changes to SSP eligibility and waiting periods, employers should also be aware of their obligations when it comes to supporting employees who are off work due to illness Employers have a duty of care to their employees, and this extends to ensuring that they receive the support they need to return to work as soon as possible.
This may include providing access to occupational health services, offering flexible working arrangements, or providing reasonable adjustments to help employees return to work Employers should communicate with employees who are off sick to understand their needs and make appropriate arrangements to support their recovery and return to work.
In conclusion, the changes to statutory sick pay in April 2026 will have important implications for both employees and employers Employers should be aware of the new waiting period and ensure that their sick leave policies are up to date Employees should understand their rights to SSP and how to claim it if they are off work due to illness or injury.
By staying informed and proactive, employers and employees can work together to ensure that sickness absence is managed effectively and fairly With the right support and policies in place, employees can focus on their recovery and employers can ensure that their workforce remains healthy and productive.