As we enter April 2026, it’s important for employers and employees to understand the changes to Statutory Sick Pay (SSP) that have come into effect SSP is a payment made by employers to employees who are unable to work due to illness, and it is a legal requirement in the UK Here, we will discuss the key aspects of SSP in April 2026 and what employers and employees need to be aware of.
Firstly, the rate of SSP has increased in April 2026 The standard rate of SSP is £96.35 per week, and this applies to employees who are off sick for four or more days in a row However, in April 2026, the rate has been increased to £100 per week This means that employees who are eligible for SSP will receive a higher amount when they are off sick.
It’s important for employers to note that they are required to pay SSP to eligible employees for up to 28 weeks This is a legal requirement, and failure to pay SSP can result in penalties and legal action Employers must also keep accurate records of SSP payments and ensure that they comply with the law.
Employees, on the other hand, must meet certain criteria to be eligible for SSP They must earn at least £120 per week, and they must have been off work due to illness for four or more consecutive days Employees must also notify their employer of their sickness absence and provide medical evidence if required.
In April 2026, there have been some changes to the rules around SSP for employees who are self-isolating due to COVID-19 statutory sick pay april 2026. Employees who are self-isolating following a positive COVID-19 test or because they have been in close contact with someone who has tested positive are eligible for SSP from the first day of their absence This is a temporary measure to support employees during the pandemic.
Employers should be aware of these changes and ensure that they are following the correct procedures when it comes to SSP for employees who are self-isolating It’s important to stay up to date with government guidance on COVID-19 and SSP to ensure compliance and support employees during these challenging times.
Another important aspect of SSP in April 2026 is the rules around returning to work after a period of sickness absence Employers have a duty to conduct a return to work interview with employees who have been off sick for more than seven days This is to discuss the employee’s absence, any support they may need, and their readiness to return to work.
Employers should also be aware that employees who are off sick for a long period of time may be considered disabled under the Equality Act 2010 This means that employers have a legal obligation to make reasonable adjustments to support the employee in returning to work These adjustments could include changes to the employee’s working hours, duties, or workplace to accommodate their needs.
Overall, it’s essential for both employers and employees to understand the changes to SSP in April 2026 and ensure that they are following the correct procedures Employers must pay SSP at the correct rate and for the appropriate duration, while employees must meet the eligibility criteria and provide the necessary documentation.
By staying informed and compliant with the latest regulations around SSP, employers and employees can navigate sickness absence effectively and support each other during challenging times SSP is an important part of the employment rights framework in the UK, and it’s essential that everyone understands their rights and obligations when it comes to sickness absence.