As we enter the month of April 2026, it is essential for both employers and employees to understand the ins and outs of statutory sick pay Statutory Sick Pay (SSP) is designed to provide financial support to employees who are unable to work due to illness or injury Understanding the rules and regulations surrounding SSP can be crucial in ensuring that both employers and employees are aware of their rights and responsibilities.
In April 2026, the rules regarding SSP remain largely unchanged from previous years Employees who are eligible for SSP must be off work for at least four consecutive days, including non-working days, due to illness or injury They must also earn an average of at least £120 per week to qualify for SSP Employers are required to pay SSP for up to 28 weeks, although they may choose to offer more generous sick pay policies.
One significant change that has come into effect in April 2026 is the increase in the weekly rate of SSP From April onwards, the weekly rate of SSP has risen to £100, up from £95 in the previous year This increase aims to provide employees with a more adequate level of financial support when they are unable to work due to illness or injury.
Employers need to be aware of their responsibilities when it comes to SSP They are required to pay SSP to eligible employees from the fourth day of absence due to illness or injury Employers cannot ask employees to provide a sick note (fit note) for the first seven days of absence, but they may require a fit note from the employee’s GP after the seventh day statutory sick pay april 2026. Employers should also keep accurate records of SSP payments and ensure that they are calculating and paying SSP correctly.
Employees need to be aware of their rights when it comes to SSP If they meet the eligibility criteria, they are entitled to receive SSP from their employer for up to 28 weeks Employees should inform their employer of their illness or injury as soon as possible and provide any necessary documentation, such as a fit note, if required It is essential for employees to communicate openly with their employer about their illness or injury to ensure that they receive the support they are entitled to.
In certain cases, employees may be eligible for additional financial support alongside SSP For example, if an employee is unable to work due to a work-related illness or injury, they may be entitled to industrial injuries disablement benefit (IIDB) Employees should explore all potential avenues for financial support when they are off work due to illness or injury to ensure that they receive the assistance they need.
It is crucial for both employers and employees to understand the rules and regulations surrounding SSP to ensure that they are compliant and receive the support they need By staying informed and up to date with the latest changes in SSP, employers and employees can navigate the system effectively and ensure that they are aware of their rights and responsibilities.
As we navigate through April 2026, both employers and employees should familiarize themselves with the rules and regulations surrounding statutory sick pay By understanding the eligibility criteria, payment rates, and responsibilities of both parties, employers and employees can ensure that they are compliant with the law and receive the support they need when they are off work due to illness or injury.