From the 6th of April 2026, changes to Statutory Sick Pay (SSP) will be implemented. As an employer it’s imperative you’re aware of these changes and are prepared when they come into action. This article will cover the changes to SSP and what you should do to stay compliant.
Key Changes to Statutory Sick Pay (SSP)
- SSP will be a day one right that’s eligible from the first day of illness, with the previous three-day waiting period removed.
- It will be available to all staff who are eligible, regardless of earnings. This is due to the removal of the Lower Earnings Limit. For employers with a larger number of part-time workers, this will result in a direct cost increase.
- For all employees, their SSP rate will be calculated as 80% of their normal weekly earnings or their flat weekly rate (whichever is lower).
What Does This Mean For Employers?
With more employees qualifying for paid sick leave from day one, employers should prepare for increased costs. For businesses with more part-time or casual workers, this might be particularly noticeable.
What Should Employers Do To Prepare?
To prepare, employers should review their current sickness absence policies, updating anything related to earning thresholds or waiting periods if necessary. It is also important to reach out to your payroll provider to ensure they’re prepared for these changes. Communicate this adjustment to policy with staff and management teams so your business remains compliant. If reviewing budgets for 2026 and 2027, these increased costs should be taken into consideration.
As an employer, it can be stressful keeping up to date with policy changes. Premier Legal’s HR support services provides help with several HR responsibilities, on either an ad hoc or retainer basis. We can help you review your sickness absence policies and make any changes necessary to ensure your business stays protected. If you have any questions, contact our expert team who can advise you.
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sarahrobinson@premier-legal.co.uk
Sarah Robinson is the Managing Partner and has specialised exclusively in employment law since qualifying as a solicitor in 1996.
Sarah has considerable experience of representing clients in many different industry sectors including insurance and financial services, corporate finance, technology, legal services, automotive, hotel and catering and media as well as the public sector.
Areas of particular interest include restrictive covenants, TUPE and advising in relation to discrimination.