As we enter April 2026, it is crucial for both employers and employees to be aware of the changes in Statutory Sick Pay (SSP) regulations SSP is a payment made by employers to employees who are unable to work due to illness In this article, we will delve into the details of SSP for April 2026 and discuss what both parties need to know.
The standard rate of SSP for April 2026 remains at £99.35 per week Employees must be earning at least £120 per week to qualify for SSP, and they can receive this payment for up to 28 weeks Employers are responsible for paying SSP to their employees, and they can reclaim a portion of the SSP paid from the government if they qualify for the Small Employer Relief Scheme.
It is important for employers to keep accurate records of SSP payments made to employees and to ensure that they comply with the regulations Failure to pay SSP correctly can result in penalties and legal action Employers should also provide employees with a written statement outlining their SSP entitlements and rights.
Employees must notify their employer as soon as possible if they are unable to work due to illness and wish to claim SSP They may be required to provide a doctor’s note or other evidence of their illness Employees should also be aware of their rights regarding SSP, including the amount they are entitled to receive and the duration of the payment.
In April 2026, there have been several changes to the SSP regulations that both employers and employees should be aware of One significant change is the extension of SSP eligibility to include those who are isolating due to COVID-19 This extension will apply to those who have tested positive for the virus, are awaiting test results, or have been in close contact with someone who has tested positive.
Another change to the SSP regulations is the introduction of flexible working arrangements for employees who are receiving SSP statutory sick pay april 2026. This means that employees can work reduced hours while receiving SSP, as long as they are able to do so without compromising their health Employers must discuss and agree on these arrangements with their employees and ensure that they comply with the regulations.
Employers should also be aware of their responsibilities regarding SSP for employees who are on furlough If an employee is on furlough and becomes ill, they may be eligible for SSP in addition to their furlough pay Employers should ensure that they calculate and pay SSP correctly for furloughed employees and keep accurate records of these payments.
In April 2026, there have also been changes to the rules regarding SSP rates for employees who have more than one job Previously, employees who had multiple jobs were only eligible for SSP from one employer, even if they were unable to work in both positions due to illness However, from April 2026, employees can claim SSP from each of their employers if they meet the eligibility criteria for each job.
It is important for both employers and employees to stay informed about the changes to SSP regulations in April 2026 and to ensure that they are complying with the new rules Employers should keep accurate records of SSP payments, provide employees with written statements of their entitlements, and discuss flexible working arrangements with employees receiving SSP Employees should notify their employer of their illness as soon as possible, provide any necessary evidence of their illness, and be aware of their rights regarding SSP.
In conclusion, Statutory Sick Pay (SSP) is an essential benefit for employees who are unable to work due to illness It is crucial for both employers and employees to understand the SSP regulations and changes for April 2026 to ensure that they comply with the rules and receive the support they are entitled to By staying informed and following the regulations, both employers and employees can navigate the SSP system effectively and ensure that the payment process runs smoothly.