As the calendar turns to April 2026, many workers in the UK may find themselves in need of statutory sick pay due to illness or injury Understanding the rules and regulations surrounding statutory sick pay is crucial for both employers and employees In this article, we will explore what statutory sick pay is, how it is calculated, and any changes that may have taken effect in April 2026.
Statutory sick pay (SSP) is a form of payment that employers must provide to employees who are unable to work due to illness or injury To be eligible for SSP, employees must be classified as employees, have been off work due to illness or injury for at least four consecutive days (including non-working days), earn an average of at least £120 per week, and have notified their employer within the specified time frame.
As of April 2026, the rate of statutory sick pay is £99.35 per week This amount is paid by employers for up to 28 weeks Employers are responsible for paying SSP to eligible employees, and they may reclaim a portion of the SSP paid out from HM Revenue and Customs (HMRC) through the Statutory Payments Online service.
In April 2026, there are no significant changes to the eligibility criteria or payment rates for statutory sick pay However, it is important for both employers and employees to stay informed about any updates or changes to SSP rules and regulations Employers should ensure that they are correctly calculating and paying SSP to eligible employees, while employees should be aware of their rights and responsibilities when it comes to SSP.
It is important to note that SSP is not paid for the first three days of sickness absence, known as ‘waiting days’ Employees will only receive SSP from the fourth day of absence onwards However, if an employee has been off sick for four consecutive days, including non-working days, they will be entitled to SSP from the first day of absence.
In the case of long-term sickness absence, employees may be eligible to receive SSP for up to 28 weeks statutory sick pay april 2026. After this period, employees may be eligible for other forms of financial support, such as Employment and Support Allowance (ESA) Employers should work closely with employees who are on long-term sick leave to provide the necessary support and guidance.
Employers should also be aware of their obligations under the law when it comes to statutory sick pay Failure to properly calculate and pay SSP to eligible employees can result in penalties and legal action Employers must keep accurate records of SSP payments and comply with HMRC guidelines to avoid any potential issues.
Employees who believe they are not receiving their entitled SSP should first raise the issue with their employer If the issue is not resolved, employees can seek advice from organisations such as ACAS or consider filing a complaint with HMRC It is essential for employees to know their rights and take appropriate action if they believe they are being unfairly treated.
In conclusion, statutory sick pay is an important form of financial support for employees who are unable to work due to illness or injury As of April 2026, the rate of SSP remains at £99.35 per week, with no significant changes to the eligibility criteria Both employers and employees must understand their rights and responsibilities when it comes to SSP to ensure compliance with the law By staying informed and proactive, both employers and employees can navigate the complexities of statutory sick pay effectively.