Statutory Sick Pay (SSP) is a crucial provision aimed at supporting businesses while ensuring employees have adequate time to recover from illness and preventing the spread of infections in the workplace. Under current regulations, employers are required to pay eligible employees £123.25 per week or 80% of their average weekly earnings—whichever amount is lower—for a maximum of 28 weeks when they are unable to work due to health issues.
Significant changes are set to take effect on April 6, 2026. The qualifying wage threshold for SSP will be eliminated, allowing employees who earn less than £125 per week to access this benefit from their first full day of sickness. This change aims to widen financial support for lower-income workers who may have been ineligible previously.
Eligibility for SSP requires that the employee has an employment contract, has worked under this contract, and has reported their illness within the required timeframe. Certain circumstances may render employees ineligible for SSP, such as receiving the maximum SSP for 28 weeks, being on maternity leave, or being incarcerated at the time of illness onset.
SSP will also not impact an employee’s statutory holiday, which continues to accrue regardless of the duration of sick leave, and unused holiday time can be carried over to the following year. Employers may choose to enhance sick pay beyond the SSP minimum but cannot provide less.
Employers may request a fit note from a healthcare provider if an employee is absent for more than seven consecutive days, which is essential for verifying prolonged illnesses.
Why this story matters: Ensuring fair sick pay is vital for both employee welfare and workplace health.
Key takeaway: Changes to SSP eligibility are designed to provide broader support for lower-income employees starting in 2026.
Opposing viewpoint: Some critics argue that the changes may increase financial burdens on small businesses.
