Statutory Sick Pay changes from April 2026 what Employers need to know

Statutory Sick Pay is changing from April 2026, and while it is not a compliance nightmare, it will affect how small business employers manage sickness absence from the very first day. Changes introduced under the Employment Rights Act 2025 remove waiting days and expand eligibility for SSP, meaning more employees will qualify and payments will start sooner. For employers, this reinforces the importance of clear sickness absence policies, accurate records and consistent processes.

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SSP Reforms from April 2026 Explained

From April 2026, Statutory Sick Pay rules will change in a way that many small businesses will feel more immediately than other employment law reforms.

The positive news is that this is not about complex calculations or new systems. However, it does require a shift in mindset around sick pay and how absence is managed from day one.

As with the wider Employment Rights Act 2025, the focus is on earlier support for employees and clearer, more consistent processes for employers.

What Is Changing with Statutory Sick Pay from April 2026

Two key changes are expected to take effect from April 2026.

SSP Will Be Payable from Day One of Absence

The current three unpaid waiting days will be removed. This means Statutory Sick Pay will be payable from the first day of sickness absence, rather than from day four as it is now.

In practical terms, this means:

• Qualifying sickness absence will trigger SSP immediately

• Short absences may now attract a cost where they previously did not

• Payroll and absence reporting must be accurate from day one

  
  

This change is designed to provide financial protection for employees who cannot afford to lose pay when they are unwell, particularly those in lower paid roles.

The Lower Earnings Limit Will Be Removed

At present, employees must earn at least the Lower Earnings Limit to qualify for Statutory Sick Pay. From April 2026, this threshold is expected to be removed, widening eligibility.

For employers, this means:

• More employees will qualify for SSP

• Part time and lower paid workers are more likely to be covered

• Assumptions that someone will not qualify will no longer apply

For many small businesses, this change is likely to affect casual, part time or variable hours staff most significantly.

What This Means in Reality for Employers

On paper, these SSP changes are straightforward. In practice, they reinforce the importance of having clear and consistent sickness absence arrangements.

Employers may notice:

• A modest increase in SSP costs

• Greater need for timely absence reporting

• More focus on short term or intermittent absence

This is not about mistrust. It is about consistency. When SSP applies from day one, informal or unclear sickness arrangements carry greater financial and legal risk.

Do Employers Still Have Control Over Absence Management

Yes, absolutely.

These changes do not remove an employer’s ability to manage absence. What they do is make it more important to do so fairly, consistently and with proper records.

Employers can still:

• Require employees to follow a sickness reporting procedure

• Request fit notes where appropriate

• Manage persistent or concerning absence patterns

• Take action where absence is not genuine

The key difference is that your process must be clear, documented and applied consistently across the business.

Why Sickness Absence Policies Matter More from April 2026

With SSP payable from day one and more employees qualifying, sickness absence policies move from being a nice to have to a core compliance document.

From April 2026, employers should be confident that:

• Sickness reporting rules are clear and up to date

• Managers know what to do when someone calls in sick

• Payroll understands when SSP applies

• Records are accurate and defensible

This does not mean pages of legal jargon. A simple, well written policy that reflects how your business actually operates is often far more effective than something copied and forgotten.

What Is Not Changing Yet

It is also important to be clear about what is not changing at this stage.

• SSP remains a statutory minimum and employers can still offer enhanced sick pay if they choose

• Fit note rules remain broadly the same

• Capability and absence management processes still apply

The structure of SSP is changing, not the fundamentals of managing attendance.

What Should Employers Be Doing Now

There is no need to panic. However, now is a sensible opportunity to prepare.

Now is a good time to:

• Review your sickness absence policy

• Check employment contracts reference SSP correctly

• Ensure managers understand the process

• Sense check how absence is currently handled in practice

Businesses that prepare early tend to avoid problems later.

How Bearman HR Can Help

Statutory Sick Pay changes are a good example of where small adjustments now can prevent bigger issues in the future.

We support small businesses across Kent and London with practical, proportionate HR advice. We can help you with:

• Reviewing and updating sickness absence policies

• Ensuring SSP arrangements are compliant from April 2026

• Practical guidance for managers handling absence day to day

• Ongoing HR support that is clear, commercial and straightforward

If you would like help reviewing your sickness arrangements or understanding what these changes mean for your business, we are here to help.

📞 07956 466 247 ✉️ info@bearmanhr.co.uk 🌐 Contact us

No overcomplication. No scare tactics. Just clear HR advice that works in the real world.

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