As we enter April 2026, it is essential to understand the changes and updates to statutory sick pay (SSP) that have come into effect SSP is a payment made to employees who are unable to work due to illness or injury and is a legal requirement for employers in the UK In this article, we will delve into the key details surrounding SSP for April 2026.
One of the most significant changes to SSP in April 2026 is the increase in the weekly rate From April 6, 2026, the SSP rate has risen to £108.20 per week This means that employees who are eligible for SSP will receive this amount for up to 28 weeks if they are unable to work due to illness or injury Employers are required to pay SSP to qualifying employees from the fourth day of absence until the employee returns to work or reaches the 28-week limit.
To be eligible for SSP, employees must meet certain criteria They must be classified as employees, earn at least £120 per week, and be unable to work due to illness or injury for at least four consecutive days Employees do not need to have worked for a specific length of time to qualify for SSP However, if they have been off sick for more than four days, they must provide their employer with a doctor’s note, also known as a fit note or sick note, to be entitled to SSP.
Employers play a crucial role in SSP, as they are responsible for verifying an employee’s eligibility and making the necessary SSP payments Failure to pay SSP when an employee is entitled to it can result in penalties and legal consequences for employers statutory sick pay april 2026. It is essential for employers to keep accurate records of employees’ sickness absences and SSP payments to ensure compliance with the law.
In addition to the increase in the SSP rate, there are other changes to SSP that have come into effect in April 2026 Employers can now provide SSP to employees who are self-isolating due to COVID-19, as long as they meet the eligibility criteria This includes employees who have tested positive for the virus, are awaiting test results, or have been asked to self-isolate by the NHS Test and Trace service Employers should follow the latest guidance from the government and public health authorities when dealing with COVID-19-related absences and SSP payments.
It is important for employers and employees to be aware of their rights and responsibilities regarding SSP Employers must ensure that they comply with the law when it comes to SSP payments and record-keeping, while employees should familiarise themselves with the eligibility criteria for SSP and how to claim it Seeking advice from HR professionals or legal experts can help clarify any questions or concerns about SSP.
In conclusion, the changes to statutory sick pay in April 2026 bring about important updates that both employers and employees need to be aware of The increase in the SSP rate and the extended eligibility for COVID-19-related absences highlight the importance of understanding and following the rules surrounding SSP By staying informed and complying with the law, employers and employees can ensure that sickness absence is managed effectively and fairly in the workplace.
Overall, statutory sick pay in April 2026 brings about positive changes that aim to support employees during times of illness or injury By understanding the eligibility criteria, payment rates, and responsibilities of both employers and employees, we can create a more supportive and compliant work environment for all.