As we enter the year 2026, changes to statutory sick pay regulations will come into effect in April These changes are designed to provide better support for employees who are unable to work due to illness or injury Employers need to be aware of these changes to ensure they comply with the law and provide the necessary support for their staff In this article, we will explore what statutory sick pay is, how it is changing in April 2026, and what employers need to do to prepare for these changes.
Statutory sick pay (SSP) is a payment made by employers to 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 paid is set by the government Currently, SSP is £94.25 per week and is paid for up to 28 weeks However, from April 2026, there will be changes to the way SSP is calculated and paid.
One of the key changes to SSP in April 2026 is the increase in the weekly rate The government has announced that the weekly rate of SSP will increase to £100 per week This increase is intended to provide more support to employees who are off work due to illness or injury Employers will need to ensure they are paying this new rate to eligible employees from April onwards.
Another significant change to SSP in April 2026 is the extension of the payment period Currently, SSP is paid for up to 28 weeks, but from April 2026, this will be extended to 52 weeks This means that employees will be able to receive SSP for a longer period if they are unable to work due to illness or injury Employers will need to be aware of this change and ensure they are paying SSP for the extended period where necessary.
In addition to these changes, there will also be updates to the eligibility criteria for SSP in April 2026 The government has announced that the earnings threshold for SSP will be increased, meaning that more employees will be eligible to receive SSP statutory sick pay april 2026. Employers will need to review their current policies and procedures to ensure they are compliant with the new eligibility criteria and that all eligible employees receive the support they are entitled to.
To prepare for these changes to SSP in April 2026, employers should take the following steps:
1 Review current policies and procedures: Employers should review their current policies and procedures relating to SSP to ensure they are compliant with the changes coming into effect in April 2026 This may involve updating contracts, employee handbooks, and payroll systems to reflect the new rate and payment period of SSP.
2 Communicate with employees: Employers should communicate the changes to SSP with their employees to ensure they are aware of their entitlements This may involve holding meetings, sending out memos, or updating employee handbooks to provide clear information on how SSP will be calculated and paid from April 2026.
3 Train HR staff: HR staff should be trained on the changes to SSP so they can answer any questions from employees and ensure that the correct payments are made This may involve providing training on the new eligibility criteria, payment period, and rate of SSP to ensure compliance with the law.
4 Update payroll systems: Employers should update their payroll systems to reflect the changes to SSP in April 2026 This may involve adjusting the rate of SSP, extending the payment period, and ensuring that all eligible employees are paid correctly.
By taking these steps, employers can ensure they are prepared for the changes to statutory sick pay in April 2026 and continue to provide the necessary support to their employees who are unable to work due to illness or injury Failure to comply with the new regulations could result in financial penalties and legal action, so it is essential for employers to be proactive in preparing for these changes.
In conclusion, the changes to statutory sick pay in April 2026 are designed to provide better support for employees who are unable to work due to illness or injury Employers need to be aware of these changes and take the necessary steps to ensure they comply with the new regulations By reviewing their policies and procedures, communicating with employees, training HR staff, and updating payroll systems, employers can prepare for the changes to SSP and continue to support their staff effectively.