As we enter the month of April 2026, it is important for businesses and employees to be aware of the changes that have been made to statutory sick pay Statutory sick pay (SSP) is the amount that employers must legally pay to employees who are off work due to illness or injury These payments are designed to provide financial support to workers who are unable to work due to health reasons.
In the UK, the statutory sick pay rates are set by the government and are subject to change each year As of April 2026, the rate of statutory sick pay is £98.05 per week This means that employees who are eligible for SSP will receive this amount for each week that they are off work due to illness or injury, up to a maximum of 28 weeks.
To be eligible for statutory sick pay, employees must meet certain criteria They must have been off work due to illness or injury for at least four consecutive days, including weekends and bank holidays They must also earn an average of at least £120 per week, and have been employed by their current employer for at least 8 weeks.
Employers are required to pay statutory sick pay to eligible employees for up to 28 weeks After this period, employees may be eligible for other forms of financial support, such as employment and support allowance Employers are also required to keep records of all statutory sick pay payments they make, and may be subject to penalties if they fail to meet their obligations.
It is important for businesses to be aware of the statutory sick pay rates and rules, as failing to pay SSP correctly can lead to legal consequences statutory sick pay april 2026. Employers must ensure that they are familiar with the eligibility criteria and rates of SSP, and have systems in place to accurately record and pay statutory sick pay to eligible employees.
In addition to the basic rate of £98.05 per week, there are certain circumstances in which employees may be entitled to more than the standard rate of SSP For example, employees who are in receipt of maternity pay or adoption pay may be entitled to statutory sick pay at a higher rate Employers should be aware of these additional entitlements and ensure that they are complying with the relevant regulations.
Employees who are not eligible for statutory sick pay may still be entitled to financial support if they are off work due to illness or injury For example, employees may be entitled to contractual sick pay, which is paid by their employer in accordance with the terms of their employment contract Employees may also be eligible for other forms of financial support, such as universal credit or personal independence payment.
It is important for businesses to have clear policies and procedures in place for managing sickness absence and statutory sick pay Employers should ensure that they communicate their policies on sickness absence and statutory sick pay to employees, and provide support and guidance to employees who are off work due to illness or injury.
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 we enter April 2026, businesses and employees should be aware of the changes that have been made to the statutory sick pay rates and rules By understanding their obligations and rights in relation to SSP, employers and employees can ensure that they comply with the relevant regulations and receive the financial support they are entitled to.