As we enter April 2026, there are some changes to statutory sick pay that both employers and employees need to be aware of Statutory Sick Pay (SSP) is a payment made by employers to employees who are unable to work due to illness or injury This financial support is an important safety net for workers who find themselves unable to work for health reasons
In April 2026, the government has announced an increase in the rate of statutory sick pay This change will see the weekly rate rise from £96.35 to £100.15 This increase is part of the government’s ongoing efforts to ensure that SSP keeps pace with rising living costs and provides meaningful support to those who need it.
Employers should be aware of their obligations when it comes to statutory sick pay If an employee is off work due to illness or injury for four or more consecutive days (including non-working days), they are entitled to SSP It is the employer’s responsibility to pay SSP to eligible employees and they cannot refuse to pay it if the employee meets the criteria.
Employees should also be aware of their rights when it comes to SSP To be eligible for SSP, an employee must earn at least £120 per week and have been off work due to illness or injury for at least four consecutive days Employees should inform their employer of their illness as soon as possible and provide any necessary evidence, such as a doctor’s note, to support their claim for SSP.
It is important for both employers and employees to understand the eligibility criteria for SSP and to ensure that it is being paid correctly Failure to pay SSP when required can result in financial penalties for employers and can leave employees without the support they need during a period of illness.
In addition to the increase in the weekly rate of SSP, there are several other important changes to be aware of in April 2026 statutory sick pay april 2026. One such change is the abolition of the Lower Earnings Limit (LEL) for SSP Previously, employees earning below the LEL were not entitled to SSP However, this restriction has now been removed, meaning that all eligible employees are entitled to SSP regardless of their earnings.
Another important change is the extension of SSP to cover periods of self-isolation In light of the ongoing COVID-19 pandemic, the government has extended SSP to cover employees who are required to self-isolate due to a positive COVID-19 test result or a notification from the NHS Test and Trace service This change is aimed at providing financial support to employees who are unable to work due to the need to self-isolate and will help to prevent the spread of the virus in the workplace.
Employers should be aware of their responsibilities when it comes to SSP for self-isolation If an employee is required to self-isolate, they should inform their employer as soon as possible and provide any necessary evidence, such as a positive test result or notification from Test and Trace Employers are required to pay SSP to eligible employees who are self-isolating and they cannot refuse to pay it if the employee meets the criteria.
Overall, the changes to statutory sick pay in April 2026 are aimed at providing greater support to employees who are unable to work due to illness or injury The increase in the weekly rate of SSP, the abolition of the LEL, and the extension of SSP to cover periods of self-isolation are all positive developments that will help to ensure that employees receive the financial support they need during times of ill health.
Employers and employees should familiarize themselves with these changes and ensure that they are complying with their obligations under the SSP regulations By understanding their rights and responsibilities, both employers and employees can help to ensure that SSP is administered correctly and that those who need it receive the support they are entitled to.
In conclusion, the changes to statutory sick pay in April 2026 represent a positive step towards providing greater support to employees who are unable to work due to illness or injury The increase in the weekly rate of SSP, the abolition of the LEL, and the extension of SSP to cover periods of self-isolation are all important changes that will help to ensure that employees receive the financial support they need during times of ill health.