As we step into the month of April 2026, there are significant changes taking place in the realm of statutory sick pay (SSP) Employers and employees alike must be well-informed about these adjustments to ensure compliance and understanding In this article, we will delve into the details of the statutory sick pay changes in April 2026 and what they mean for both employers and employees.
Statutory sick pay is a payment made by employers to employees who are unable to work due to illness It is a legal requirement for employers to provide SSP to eligible employees, and the rates and regulations surrounding SSP are subject to change periodically In April 2026, there are several key changes coming into effect that will impact how SSP is administered and received.
One of the primary changes to SSP in April 2026 is the increase in the weekly rate of statutory sick pay The new weekly rate will be £110, up from the previous rate of £96.35 This means that eligible employees who are off work due to illness will receive a higher weekly payment to support them during their absence The increase in the weekly rate of SSP aims to provide employees with better financial support when they are unable to work due to sickness.
In addition to the increase in the weekly rate of SSP, there are also changes to the eligibility criteria for statutory sick pay in April 2026 Previously, employees had to earn at least £120 per week to be eligible for SSP However, starting in April 2026, the earnings threshold will be increased to £130 per week This means that employees will need to earn a higher weekly income to qualify for SSP Employers should be mindful of this change and ensure that they are applying the new eligibility criteria correctly.
Another important change to SSP in April 2026 is the extension of SSP entitlement for those who are affected by the COVID-19 pandemic statutory sick pay april 2026. Employees who are required to self-isolate due to COVID-19 or who are caring for a family member who is ill with COVID-19 will be entitled to SSP This extension of SSP entitlement recognizes the ongoing impact of the pandemic on employees and aims to support those who are affected by COVID-19.
Employers should also be aware of the changes to the rules surrounding the notification of sickness absence In April 2026, employees will be required to notify their employer of their sickness absence within 2 days of being unable to work This notification period was previously 7 days, so employers should update their sickness absence policies to reflect this change It is important for employers to have clear procedures in place for reporting sickness absence to ensure compliance with the new regulations.
Furthermore, there are updates to the rules regarding the duration of SSP entitlement Employees will now be entitled to receive SSP for a maximum of 28 weeks, up from the previous limit of 26 weeks This extension of the SSP entitlement period provides employees with additional support during longer periods of sickness absence Employers should be aware of this change and adjust their SSP administration processes accordingly.
In summary, the changes to statutory sick pay in April 2026 bring about higher weekly rates, new eligibility criteria, extended entitlement for COVID-19 related absences, revised notification requirements, and an increased duration of SSP entitlement Employers and employees must familiarize themselves with these changes to ensure compliance and understanding By staying informed and implementing the necessary adjustments, both employers and employees can navigate the statutory sick pay changes in April 2026 effectively.