As we approach April 2026, it is important for both employers and employees to be aware of the changes that will be taking place regarding statutory sick pay Statutory Sick Pay (SSP) is a payment made by employers to employees who are unable to work due to illness or injury The amount paid and the eligibility criteria are subject to change, and it is vital to stay informed to ensure compliance with the law.
In April 2026, there will be several changes to statutory sick pay that both employers and employees need to be aware of These changes aim to improve the support available to those who are unable to work due to illness, while also ensuring that employers are not unduly burdened by the costs of providing sick pay.
One of the key changes to statutory sick pay in April 2026 is an increase in the rate of SSP From April 2026, the weekly rate of SSP will rise to £100, up from the previous rate of £94.25 This increase in the statutory sick pay rate is intended to provide employees with a higher level of financial support when they are unable to work due to illness.
In addition to the increase in the rate of SSP, there will also be changes to the eligibility criteria for receiving statutory sick pay From April 2026, employees will need to have been off work due to illness for at least 4 consecutive days in order to qualify for SSP This change is designed to ensure that only those who genuinely need financial support due to illness are able to access SSP.
Employers will also need to be aware of changes to the rules around SSP reclaim statutory sick pay april 2026. From April 2026, employers will only be able to reclaim SSP for employees who have been off work due to illness for a period of more than 2 weeks This change is aimed at preventing abuse of the SSP system and ensuring that employers are not unfairly burdened by the costs of providing sick pay.
It is important for employers to familiarize themselves with the changes to statutory sick pay in April 2026 and to ensure that they are compliant with the new rules Failure to do so could result in financial penalties and potential legal action Employers should review their existing sick pay policies and procedures to ensure that they reflect the changes to SSP and communicate these changes to their employees.
Employees should also be aware of the changes to statutory sick pay in April 2026 and should familiarize themselves with the eligibility criteria for receiving SSP If an employee believes they are entitled to SSP but their employer is not providing it, they should seek advice from a trade union representative or employment law specialist.
In conclusion, the changes to statutory sick pay in April 2026 are designed to provide employees with increased financial support when they are unable to work due to illness, while also ensuring that employers are not unduly burdened by the costs of providing sick pay It is important for both employers and employees to be aware of these changes and to ensure that they are compliant with the new rules By staying informed and taking the necessary steps to comply with the law, both employers and employees can navigate the changes to SSP with confidence.