In April 2026, the UK government announced changes to statutory sick pay (SSP) that will impact how employers support employees who are too unwell to work These changes are part of ongoing efforts to improve workplace benefits and ensure that workers have the support they need to recover from illness without facing financial hardship As an employer or employee, it’s important to understand these changes and how they will affect you.
Under the new regulations, the rate of statutory sick pay will increase from £96.35 to £100 per week This means that employees who are eligible for SSP will receive a slightly higher payment when they are off work due to illness While this increase may seem small, it can make a significant difference for workers who rely on SSP to cover their expenses while they are unable to work.
In addition to the increase in the SSP rate, the government has also introduced changes to the eligibility criteria for SSP Previously, employees were required to earn at least £120 per week to qualify for SSP However, under the new rules, this threshold has been lowered to £100 per week This change means that more workers will be eligible for SSP, providing them with crucial financial support when they need it most.
Furthermore, the government has extended the duration for which employees can receive SSP Previously, employees were entitled to receive SSP for up to 28 weeks However, under the new regulations, this period has been extended to 30 weeks statutory sick pay april 2026. This change provides employees with additional support during longer periods of illness, ensuring that they can focus on their recovery without worrying about their finances.
Employers will also need to be aware of changes to the reimbursement process for SSP Previously, small and medium-sized employers could claim back up to two weeks of SSP per employee However, under the new rules, this limit has been removed, allowing employers to claim back the full amount of SSP paid to their employees This change will help employers manage the financial burden of supporting employees on sick leave, providing them with greater flexibility and peace of mind.
It’s important for employers to familiarize themselves with these changes to ensure that they are compliant with the new regulations Non-compliance could result in penalties or legal action, so it’s crucial to stay up to date with the latest information regarding SSP.
For employees, these changes represent a positive step towards improving workplace benefits and ensuring that workers are supported when they are unwell The increase in the SSP rate, expanded eligibility criteria, and extended duration of SSP all contribute to a more robust system that provides workers with the financial support they need during times of illness.
In conclusion, the changes to statutory sick pay in April 2026 are designed to improve support for employees who are too unwell to work By increasing the SSP rate, expanding eligibility criteria, extending the duration of SSP, and simplifying the reimbursement process for employers, the government is taking steps to ensure that workers have the support they need to recover from illness without facing financial hardship Whether you’re an employer or an employee, it’s important to understand these changes and how they will impact you By staying informed and compliant with the new regulations, you can ensure that you receive the support you need when you need it most.