As we approach April 2026, it’s important to stay informed about any changes to statutory sick pay that may affect you or your employees Understanding how statutory sick pay works can help ensure that those who need time off due to illness are properly supported In this article, we will discuss the key points regarding statutory sick pay for April 2026 and how it may impact both employers and employees.
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 it is designed to support workers who are unable to work due to sickness The current rate of SSP is £96.35 per week, and it is paid for up to 28 weeks.
In April 2026, there are no significant changes to the rate or duration of SSP However, there may be changes to the eligibility criteria or the process for claiming SSP It is important for employers to stay up to date with any changes to SSP to ensure they are compliant with the law.
One potential change that may affect SSP in April 2026 is an increase in the earnings threshold for eligibility Currently, employees must earn at least £120 per week to qualify for SSP This threshold may be adjusted in line with inflation, so it is important to check the latest guidance from the government to ensure you are aware of any changes.
Another important aspect of SSP is the waiting period before it can be claimed Employees must be off work due to illness for at least four consecutive days (including weekends and bank holidays) before they can start receiving SSP This waiting period is known as the qualifying days, and it is important for employers to be aware of this when processing SSP claims.
Employers should also be aware of their obligations when it comes to SSP statutory sick pay april 2026. Employers are responsible for paying SSP to eligible employees, and they must keep accurate records of SSP payments Failure to pay SSP can result in penalties from HM Revenue and Customs, so it is essential for employers to understand their responsibilities.
Employees who are eligible for SSP should be informed of their entitlement and how to claim SSP if they need to take time off due to illness It is important for employers to have clear policies and procedures in place for handling SSP claims, including how to notify the employer of the need for time off and how SSP will be paid.
In some cases, employees may be entitled to more than SSP if they are off work due to illness For example, some employers offer occupational sick pay, which is a higher rate of pay than SSP It is important for employees to be aware of any additional sick pay benefits they may be entitled to and for employers to clearly communicate this to their employees.
Overall, statutory sick pay is an important support mechanism for employees who are unable to work due to illness It is essential for both employers and employees to understand how SSP works and what their rights and responsibilities are when it comes to SSP By staying informed and up to date with any changes to SSP, employers can ensure they are compliant with the law and employees can receive the support they need when they are unwell.
In conclusion, April 2026 brings no significant changes to statutory sick pay, but it is important for employers to stay informed about any updates to SSP to ensure they are compliant with the law Understanding the eligibility criteria, waiting period, and obligations regarding SSP is crucial for both employers and employees By staying informed and up to date with any changes to SSP, employers can ensure they are providing the necessary support to employees who are off work due to illness.