As we approach April 2026, it’s important for both employers and employees to be aware of the changes to statutory sick pay that will come into effect Statutory Sick Pay (SSP) is a key benefit in the UK that ensures employees are paid when they are unable to work due to illness or injury The upcoming changes aim to make the system fairer and more supportive for both parties involved.
One of the major changes to SSP in April 2026 is the increase in the rate of payment Currently, SSP stands at £96.35 per week, but from April 2026, it will rise to £100 per week This increase is intended to provide a more adequate level of financial support for employees who are unable to work due to sickness It is important to note that SSP is only payable for a maximum of 28 weeks, and employees must earn at least £120 per week to be eligible.
In addition to the increase in payment rate, another significant change to SSP is the extension of eligibility criteria From April 2026, employees who have been in their current job for at least 12 weeks will be entitled to SSP This change aims to provide greater protection for employees who may be in more precarious working arrangements, such as zero-hour contracts or part-time roles By extending the eligibility criteria, more workers will have access to SSP when they need it most.
Furthermore, another key change to SSP in April 2026 is the introduction of a new process for claiming Employers will be required to submit SSP claims online, through the HM Revenue and Customs (HMRC) portal statutory sick pay april 2026. This new system aims to streamline the process and reduce the administrative burden on both employers and employees Employers will need to provide details of the employee’s sickness absence, including the start and end dates, in order to make a claim for SSP.
It is important for employers to familiarize themselves with the new claiming process to ensure that employees receive the support they are entitled to Failure to make a valid SSP claim could result in financial penalties for employers, so it is crucial to comply with the new requirements from April 2026 onwards.
Additionally, employers should be aware of their responsibilities when it comes to SSP entitlements It is essential to have clear policies in place regarding sickness absence and SSP entitlement, and to communicate these effectively to employees Employers must also ensure that employees are aware of their rights and entitlements under SSP, and that any claims are processed promptly and accurately.
For employees, it is important to understand their entitlement to SSP and how to make a claim if they are unable to work due to sickness If an employee believes they are entitled to SSP but their employer refuses to pay, they should seek advice from a trade union representative or legal advisor Employees should also keep accurate records of their sickness absence and any communication with their employer regarding SSP claims.
In conclusion, the changes to statutory sick pay in April 2026 aim to provide a fairer and more supportive system for both employees and employers The increase in payment rate, extension of eligibility criteria, and introduction of a new claiming process are all designed to ensure that employees receive the financial support they need when they are unable to work due to illness It is essential for both parties to understand their rights and responsibilities under SSP to ensure a smooth and efficient process for claiming and receiving payments.