As we enter April 2026, it’s important for both employees and employers to familiarize themselves with the changes in statutory sick pay Statutory Sick Pay (SSP) is a form of government support for employees who are unable to work due to illness or injury It is a legal requirement for employers to pay SSP to eligible employees, and the amount of SSP paid is set by the government.
For the month of April 2026, there are several important updates to statutory sick pay that both employees and employers should be aware of These updates aim to make the system more efficient and fair for everyone involved.
One of the key changes to SSP in April 2026 is the increase in the weekly SSP rate As of April 2026, the standard rate of SSP will be £100 per week, up from the previous rate of £96.30 This increase is in line with the government’s commitment to regularly review and update statutory sick pay rates to keep pace with inflation and changes in the cost of living Employees who are eligible for SSP will receive this higher rate if they are off work due to illness or injury.
Additionally, there will be new rules for the eligibility criteria for SSP in April 2026 To be eligible for SSP, employees must earn at least £120 per week, up from the previous threshold of £116 The number of qualifying days that an employee must be off work before they are eligible for SSP will also be reduced from four to three days These changes are designed to make it easier for employees to access SSP when they need it most.
Another important update to SSP in April 2026 is the introduction of a new scheme for small businesses Small businesses with fewer than 50 employees will be eligible for a reimbursement scheme to help cover the cost of SSP for their employees statutory sick pay april 2026. Under this scheme, small businesses can claim back up to 100% of the SSP paid to eligible employees This initiative is aimed at supporting small businesses that may struggle to cover the cost of SSP for their employees, especially during challenging economic times.
In addition to these changes, employers should also be aware of their responsibilities when it comes to managing SSP for their employees Employers are required to keep accurate records of SSP payments and ensure that they are paid on time Failure to do so could result in fines and penalties from HM Revenue & Customs (HMRC).
Employers should also be mindful of their duty to support employees who are off work due to illness or injury This includes providing reasonable adjustments and accommodations to help employees return to work when they are ready Employers should have clear policies and procedures in place for managing sickness absence and supporting employees through the SSP process.
For employees, it is important to understand your rights and entitlements when it comes to statutory sick pay If you are unable to work due to illness or injury, you may be eligible for SSP It is worth checking with your employer to ensure that you are receiving the correct amount of SSP and that you meet the eligibility criteria.
In conclusion, the changes to statutory sick pay in April 2026 are designed to make the system fairer and more efficient for both employees and employers With the increase in the weekly SSP rate, new eligibility criteria, and the introduction of a reimbursement scheme for small businesses, it is important for everyone involved to understand their rights and responsibilities By staying informed and being proactive, employers and employees can navigate the SSP system effectively and ensure that those who need support due to illness or injury receive it promptly and fairly.