As we enter April 2026, there are some important updates to be aware of regarding statutory sick pay in the UK Statutory sick pay (SSP) is a form of financial support offered to employees who are unable to work due to illness or injury It is a legal requirement for employers to provide SSP to eligible employees, and there are specific rules and guidelines that dictate how much SSP is paid and for how long.
In April 2026, there have been some changes to the rules surrounding statutory sick pay that employers and employees need to be aware of These changes are designed to provide greater support to employees who are unable to work due to illness or injury, while also ensuring that employers are fulfilling their legal obligations when it comes to sick pay.
One of the key changes to statutory sick pay in April 2026 is an increase in the weekly rate of SSP From April 2026, the standard rate of SSP will rise to £98.42 per week, up from £96.35 in the previous tax year This increase is designed to help employees who are off work due to illness or injury to cover their living expenses while they are unable to work.
It’s important to note that employees must meet certain criteria in order to be eligible for SSP To qualify for SSP, employees must have been off work due to illness or injury for at least four consecutive days, including weekends and bank holidays They must also earn at least £120 per week before tax and have informed their employer of their illness within the required timeframe.
In addition to the increase in the weekly rate of SSP, there have also been changes to the rules regarding the payment of SSP From April 2026, employers will be required to pay SSP from the first day of absence, rather than the fourth day as was previously the case statutory sick pay april 2026. This means that employees will be able to access financial support more quickly when they are off work due to illness or injury.
Employers should also be aware of their obligations when it comes to reporting and recording SSP payments Employers are required to keep accurate records of SSP payments made to employees, including the dates of absence and the amount paid This information should be kept for at least three years and must be made available to HM Revenue and Customs upon request.
It’s important for employers to understand their responsibilities when it comes to SSP, as failing to comply with the rules surrounding statutory sick pay can result in penalties and fines Employers who fail to pay SSP when required to do so, or who provide false information about SSP payments, can face financial consequences and even legal action.
Employees should also be aware of their rights when it comes to SSP If you believe you are entitled to SSP but your employer is refusing to pay it, you may be able to seek support and advice from a trade union or employment rights organisation It’s important to know your rights and to ensure that you are being treated fairly and in accordance with the law when it comes to sick pay.
In conclusion, the changes to statutory sick pay in April 2026 are designed to provide greater support to employees who are unable to work due to illness or injury, while also ensuring that employers are fulfilling their legal obligations By understanding the rules and regulations surrounding SSP, both employers and employees can ensure that they are acting in compliance with the law and providing and receiving the appropriate financial support.