As we approach April 2026, it is essential for both employers and employees to understand the changes that will be implemented regarding Statutory Sick Pay (SSP) SSP is a form of payment provided to employees who are unable to work due to illness It is a legal requirement for employers to pay SSP to eligible employees, and failure to do so can result in penalties In this article, we will delve into the upcoming changes to SSP in April 2026 and how they may impact both employers and employees.
One of the main changes to SSP in April 2026 is an increase in the weekly rate Currently, the standard rate of SSP is £96.35 per week, which is paid for up to 28 weeks However, from April 2026, the weekly rate of SSP will rise to £100 This increase aims to provide better financial support to employees who are unable to work due to illness and help them cope with the expenses during their time off.
Another significant change to SSP in April 2026 is the extension of eligibility criteria Currently, employees must earn at least £120 per week to qualify for SSP However, from April 2026, this threshold will be raised to £125 per week This change will ensure that more employees are eligible for SSP and can receive financial support when they are unable to work due to illness.
Additionally, there will be changes to the waiting period for SSP in April 2026 Currently, employees must wait for three consecutive days of absence before they can start receiving SSP However, from April 2026, this waiting period will be reduced to two days statutory sick pay april 2026. This change aims to provide employees with quicker access to financial support when they are unable to work due to illness.
Employers also need to be aware of the changes to the repayment of SSP in April 2026 Currently, small employers with fewer than 250 employees can claim back up to two weeks of SSP per employee However, from April 2026, this repayment period will be extended to three weeks This change aims to ease the financial burden on small employers and provide them with more support when their employees are off sick.
Furthermore, employers should also be aware of the changes to the record-keeping requirements for SSP in April 2026 Currently, employers are required to keep records of SSP payments for at least three years However, from April 2026, this record-keeping period will be extended to four years This change aims to ensure that employers have accurate and up-to-date records of SSP payments and can provide evidence of compliance with the law if required.
It is essential for employers to familiarize themselves with these changes to SSP in April 2026 to ensure that they are compliant with the law and provide adequate support to their employees when they are off sick Failure to adhere to the new regulations could result in penalties and damage to the employer-employee relationship.
Employees also need to understand the changes to SSP in April 2026 to ensure that they receive the financial support they are entitled to when they are unable to work due to illness By knowing the new eligibility criteria, waiting period, and weekly rate of SSP, employees can navigate the process more effectively and access the support they need during their time off.
In conclusion, the changes to Statutory Sick Pay in April 2026 aim to provide better financial support to employees who are unable to work due to illness, streamline the process for both employers and employees, and ensure compliance with the law By understanding these changes and preparing for them in advance, both employers and employees can navigate the new regulations effectively and ensure that those who need SSP receive it promptly and accurately.