As we enter April 2026, it’s important for both employers and employees to understand the changes to statutory sick pay that have come into effect Statutory Sick Pay (SSP) is a form of payment made to employees who are unable to work due to illness or injury Here, we will break down the key points regarding SSP in April 2026.
First and foremost, it’s important to note that the rate of SSP has increased from April 2026 Employees who are eligible for SSP can now receive £99.35 per week, up from the previous rate of £96.35 This is a welcome increase for those who rely on SSP to support themselves financially while they are unable to work due to illness.
In order to qualify for SSP, employees must meet certain criteria They must earn at least £120 per week, be classified as an employee, and have been ill for at least four days in a row (including non-working days) This criteria remains unchanged for April 2026, so it’s important for both employees and employers to be aware of these requirements.
It’s also important for employers to remember their obligations when it comes to SSP Employers are responsible for paying SSP to eligible employees for up to 28 weeks After this period, employees may be eligible for other forms of state support, such as Employment and Support Allowance (ESA) Employers must keep accurate records of SSP payments and ensure that they are paid correctly and on time.
Another key change to SSP in April 2026 is the extension of SSP to those who are self-isolating due to COVID-19 statutory sick pay april 2026. Since the start of the pandemic, those who have been required to self-isolate have been entitled to SSP This provision has been extended into April 2026 to ensure that those who are ill or self-isolating are not financially penalized for following public health guidelines.
Employers should be aware that if an employee is unable to work due to illness or injury, they must follow the correct procedures for claiming SSP This includes providing a fit note from a doctor if the absence is longer than seven days Employers are not allowed to ask for a fit note for the first seven days of absence, but they may request a self-certification form.
For employees who are self-isolating due to COVID-19, they must provide their employer with either an NHS Test and Trace notification or a positive COVID-19 test result to be eligible for SSP Employers should be supportive of employees who are unwell or self-isolating and ensure that they receive the SSP they are entitled to.
It’s important for both employers and employees to understand their rights and responsibilities when it comes to SSP Employers must ensure that they are following the correct procedures for paying SSP and providing the necessary support to employees who are unwell Employees must also be aware of their entitlement to SSP and the steps they need to take to claim it.
In conclusion, statutory sick pay is an important form of support for employees who are unable to work due to illness or injury The changes to SSP in April 2026, including the increase in the rate of SSP and the extension of SSP to those who are self-isolating due to COVID-19, will provide vital financial support to those who need it most By understanding their rights and responsibilities, both employers and employees can ensure that SSP is paid correctly and on time, providing peace of mind during difficult times.