As we head into April 2026, many employees and employers are gearing up for changes to statutory sick pay in the UK Statutory Sick Pay (SSP) is paid to employees who are unable to work due to illness It is important for both employees and employers to understand how SSP works and what changes are coming in April 2026.
From April 2026, the rate of statutory sick pay will increase to £102.85 per week, up from £96.35 in the previous year This means that employees who are off sick for four or more days in a row will be entitled to receive this amount for up to 28 weeks It is worth noting that SSP is not payable for the first three days of sickness absence, as these are considered waiting days.
Employers are responsible for paying SSP to their employees, although they can recover some or all of the cost from the government Small employers may be eligible for the Employment Allowance, which allows them to reduce their employer Class 1 National Insurance contributions by up to £4,000 per year This can help offset the cost of providing SSP to employees.
It is important for employers to keep accurate records of SSP payments and make sure they are paying the correct amount to eligible employees Failure to do so can result in penalties from HM Revenue and Customs (HMRC) Employers should also have a sickness absence policy in place that outlines the procedures for reporting sickness absence and the entitlement to SSP.
Employees who are off sick and receiving SSP should make sure they keep their employer informed of their absence and provide any necessary medical certificates statutory sick pay april 2026. If an employee is off sick for seven days or more, they will need to provide a Fit Note from their doctor to confirm their fitness to work.
Some employees may be entitled to additional sick pay on top of SSP, depending on their employment contract For example, many employers offer occupational sick pay schemes that provide a higher level of pay for a longer period of time than SSP It is important for employees to familiarize themselves with their employment contract and any additional sick pay benefits they may be entitled to.
In some cases, employees may be eligible for Statutory Maternity Pay (SMP) or Statutory Paternity Pay (SPP) instead of SSP if they are off work due to pregnancy or the birth of a child These payments are also subject to certain eligibility criteria and rates, so it is important for employees to understand their entitlements.
Employees who are off work due to illness or injury may also be eligible for other benefits, such as Employment and Support Allowance (ESA) or Personal Independence Payment (PIP) These benefits are provided by the Department for Work and Pensions (DWP) and are intended to provide financial support for individuals who are unable to work due to a disability or health condition.
Overall, statutory sick pay is an important benefit for employees who are unable to work due to illness or injury Employers play a crucial role in ensuring that eligible employees receive the correct amount of SSP and any additional sick pay benefits they are entitled to By understanding the rules and regulations surrounding SSP, both employees and employers can navigate the system effectively and ensure that sick employees are supported during their time off work.
In conclusion, as we approach April 2026, it is essential for everyone involved to be aware of the changes to statutory sick pay and how it affects both employees and employers By staying informed and following the guidelines set out by HMRC, we can ensure that employees receive the support they need when they are unable to work due to illness or injury.