What You Need To Know About Statutory Sick Pay April 2026

As we move into April 2026, there are changes to statutory sick pay that employers and employees need to be aware of Statutory Sick Pay (SSP) is the minimum amount employers must pay employees when they are off work due to illness This article will outline the key updates to SSP in April 2026 and what this means for both employers and employees.

The main change to SSP in April 2026 is the increase in the weekly rate From the start of the new tax year, the standard rate of SSP will rise to £100 per week This is a significant increase from the previous rate of £96.35 per week Employers need to ensure they are aware of this change so they can accurately calculate and pay SSP to eligible employees.

To be eligible for SSP, employees must earn at least £120 per week and have been off work due to illness for at least four days in a row, including non-working days Employees must also notify their employer of their absence within the specified time period, usually the first day of their illness Employers are not required to pay SSP for the first three days of an employee’s absence, known as waiting days.

In addition to the increase in the weekly rate of SSP, there are other key points to note for employers and employees Employers must keep accurate records of SSP payments, including the start and end dates of the employee’s sickness absence, the dates SSP was paid, and the amount paid Failure to keep accurate records can result in penalties from HM Revenue & Customs.

Employees who are on long-term sick leave may also be eligible for Statutory Sick Pay in April 2026 Long-term sick leave is defined as being off work due to illness for four weeks or more In these cases, employees may need to provide additional evidence of their illness, such as a doctor’s note or medical certificate.

It is important for both employers and employees to understand their rights and obligations when it comes to Statutory Sick Pay in April 2026 statutory sick pay april 2026. Employers must ensure they are following the correct procedures for paying SSP and keeping accurate records Employees must notify their employer of their absence and provide any necessary evidence of their illness to qualify for SSP.

In some cases, employees may be eligible for additional sick pay from their employer on top of Statutory Sick Pay This is known as contractual sick pay and is paid at the employer’s discretion Employers should outline their sick pay policy in the employee handbook or employment contract so employees know what to expect if they need to take time off work due to illness.

Employers also have a duty to support employees returning to work after a period of sickness absence This may involve making reasonable adjustments to the workplace or working hours to accommodate an employee’s needs Employers should be mindful of their obligations under the Equality Act 2010 to prevent discrimination against employees with long-term health conditions.

In conclusion, the changes to Statutory Sick Pay in April 2026 highlight the importance of understanding the rules and regulations around SSP for both employers and employees The increase in the weekly rate of SSP to £100 per week is a positive change for employees who need time off work due to illness Employers must ensure they are following the correct procedures for paying SSP and keeping accurate records to avoid penalties from HM Revenue & Customs By staying informed and up to date with the latest regulations, employers and employees can navigate the challenges of sickness absence in the workplace more effectively