As we enter April 2026, many employees and employers in the United Kingdom are gearing up for changes to statutory sick pay regulations Statutory Sick Pay (SSP) is a payment made by employers to employees who are unable to work due to illness These payments are set by the government and must be paid to eligible employees.
In April 2026, there are some key changes to SSP that both employers and employees should be aware of These changes aim to ensure that employees are supported financially when they are unable to work due to illness, while also providing clarity and consistency in the payment of SSP.
One of the significant changes coming into effect in April 2026 is the increase in the SSP rate From April, the weekly rate for SSP will rise from £96.35 to £100 This increase is intended to provide employees with a more reasonable level of financial support while they are off work due to illness.
In addition to the increase in the SSP rate, there will also be changes to the eligibility criteria for SSP Previously, employees had to earn at least £120 per week to be eligible for SSP However, from April 2026, this threshold will be raised to £125 per week This change means that more employees will be eligible for SSP, providing them with crucial financial support when they need it most.
Another important change to SSP in April 2026 is the extension of the waiting period before SSP payments kick in Currently, employees must be off work due to illness for at least four consecutive days before they are eligible for SSP From April, this waiting period will be extended to five consecutive days This change is intended to reduce the number of short-term absences covered by SSP and ensure that those who are genuinely unwell are the ones receiving financial support.
Employers should also take note of changes to the records they are required to keep in relation to SSP statutory sick pay april 2026. From April 2026, employers will be required to keep records of SSP payments for a longer period Currently, employers must keep records of SSP payments for three years However, from April, this will be extended to six years This change aims to improve record-keeping practices and ensure that employers have accurate and up-to-date information on SSP payments.
It is essential for both employers and employees to understand these changes to SSP in April 2026 Employers should update their payroll systems to reflect the increased SSP rate and adjust their eligibility criteria accordingly They should also ensure that they are keeping accurate records of SSP payments to comply with the extended record-keeping requirements.
Employees, on the other hand, should be aware of their rights regarding SSP and ensure that they are receiving the correct amount of payments when they are off work due to illness If employees have any concerns about their SSP entitlement, they should raise these with their employer or seek advice from a legal or HR professional.
Overall, the changes to SSP in April 2026 aim to provide employees with better financial support when they are unable to work due to illness By increasing the SSP rate, extending eligibility criteria, and improving record-keeping practices, the government is working to ensure that employees are supported during times of illness.
In conclusion, statutory sick pay is a crucial form of financial support for employees who are unable to work due to illness The changes coming into effect in April 2026, including an increase in the SSP rate, changes to eligibility criteria, an extension of the waiting period, and improved record-keeping requirements, aim to provide employees with more comprehensive support when they need it most Employers and employees should familiarize themselves with these changes to ensure that they are complying with the regulations and receiving the correct amount of SSP.