Everything You Need To Know About Statutory Sick Pay April 2026

As we enter a new tax year in April 2026, there are changes to statutory sick pay that 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 It is a legal requirement for employers to pay SSP to eligible employees, and the rate of SSP is reviewed each year.

From April 2026, the rate of statutory sick pay will increase in line with inflation This means that eligible employees will receive a higher rate of SSP if they are unable to work due to illness or injury It is important for employers to be aware of these changes and ensure that they are complying with the law when it comes to paying SSP to their employees.

To be eligible for statutory sick pay, employees must meet certain criteria They must be earning at least the lower earnings limit, which is set by the government each year They must also be unable to work due to illness or injury for at least four consecutive days, including weekends and bank holidays Employees must inform their employer of their illness or injury within a certain time frame and provide evidence, such as a doctor’s note, if requested.

Employers are required to pay SSP to eligible employees for up to 28 weeks After this period, employees may be eligible for other forms of financial support, such as employment and support allowance (ESA) It is important for employers to keep accurate records of SSP payments and to ensure that they are paying the correct amount to eligible employees.

In addition to the rate of SSP, there are other changes to be aware of in April 2026 For example, the rules around self-certification for sickness absence may change, and employers may be required to take additional steps to verify the reason for an employee’s absence from work statutory sick pay april 2026. Employers should familiarize themselves with these changes and ensure that they are following the correct procedures when it comes to managing sickness absence in the workplace.

Employers also have a duty of care to their employees when it comes to sickness absence This includes providing a safe working environment, offering support for employees who are unwell, and having policies and procedures in place for managing sickness absence effectively Employers should be proactive in supporting employees who are unwell and should consider making adjustments to their working arrangements if necessary.

Employees also have a responsibility to their employer when it comes to sickness absence This includes keeping their employer informed of their illness or injury, providing evidence if requested, and following the correct procedures for reporting sickness absence Employees should also keep in regular contact with their employer during their absence from work and provide updates on their condition and expected return to work date.

It is important for both employers and employees to be aware of their rights and responsibilities when it comes to statutory sick pay By understanding the rules around SSP and following the correct procedures, employers can ensure that they are complying with the law and supporting their employees when they are unwell Employees can also ensure that they receive the financial support they are entitled to when they are unable to work due to illness or injury.

In conclusion, statutory sick pay is a vital form of financial support for employees who are unable to work due to illness or injury The rate of SSP is set to increase in April 2026, and employers and employees need to be aware of these changes By following the correct procedures and complying with the law, both employers and employees can ensure that they are managing sickness absence effectively and supporting each other in the workplace.