Statutory Sick Pay changes from April 2026

From 6 April 2026, employers must apply new Statutory Sick Pay rules, including day one entitlement, wider eligibility and revised payment calculations for lower earners. Here is what has changed and the steps employers should take now.

What has changed?

Statutory Sick Pay is now payable from Day One of the absence. The previous three-day waiting period has been removed, so eligible employees can receive SSP sooner than under the old regime.

Eligibility has also expanded. The lower earnings limit, which previously excluded workers earning less than £125 per week, no longer applies. This means more part-time, casual and zero-hours workers will now be eligible for sick pay.

The SSP rate rose slightly on 6 April to £123.25 per week. Employees now get whichever is lower: the standard weekly rate or 80% of their average weekly earnings.

What should employers do now?

Employers should review their policies, payroll processes, and internal procedures to ensure they reflect the new SSP rules.

• Update sickness absence policies, staff handbooks and template employment contracts so they no longer refer to waiting days or the lower earnings threshold.
• Check payroll systems are configured to apply SSP from day one and the new lower-earner rate.
• If you use an external payroll provider, confirm that the necessary updates have been made.
• Brief managers and staff on the new rules so absences are handled consistently and employees understand their entitlement.
• Review wider absence management procedures and any enhanced company sick pay scheme in light of the changes. This is a good time to think about what more you can do to reduce the risk and cost of absences – genuine or otherwise.

Why it matters

Although access to SSP has widened, employers should continue to apply their usual absence reporting requirements and monitor sickness absence carefully. Clear reporting lines, consistent record keeping and appropriate follow-up remain essential.

For some employers, particularly those with larger casual or lower-paid workforces, these reforms may increase SSP costs. Updating documents, training managers and reviewing payroll processes now should help reduce the risk of non-compliance and avoid unnecessary disputes.

Contact our employment law solicitors today

If you require further support, we would be happy to discuss the changes in detail with you and see how Ashtons Legal can assist your business further.

If you have any questions or concerns about the updates provided above, please contact a member of our Employment Law team. You can use our online enquiry form or call 0330 191 5713.