As we enter the month of April 2026, many employees across the UK may be eligible for statutory sick pay (statutory sick pay april 2026) if they are unable to work due to illness or injury. It is important for both employees and employers to understand the rules and regulations surrounding SSP to ensure that the process runs smoothly and fairly for all parties involved.
Statutory sick pay is a form of payment that employees may be entitled to if they are too unwell to work. It is paid by employers and is designed to provide financial support to employees who are unable to work due to sickness or injury. To be eligible for SSP, employees must have been off work for at least four consecutive days, including non-working days such as weekends and bank holidays.
In April 2026, the rate of statutory sick pay is set at £96.35 per week. This amount is paid for up to 28 weeks and is subject to the usual deductions for tax and National Insurance. Employers are responsible for paying SSP to eligible employees, but they can reclaim a percentage of this cost from the government if they meet certain criteria.
Employers are required to keep detailed records of any periods of sickness absence and payments of SSP made to employees. This information should be kept for at least three years and must be made available to HM Revenue & Customs (HMRC) if requested. Failure to keep accurate records could result in financial penalties for employers, so it is essential to maintain up-to-date and comprehensive records at all times.
Employees who are eligible for SSP must inform their employer of their sickness absence as soon as possible. This should be done in accordance with the company’s sickness absence reporting procedures, which may require employees to call in sick on each day of absence or provide a doctor’s note for prolonged illnesses. Failure to follow the correct reporting procedures could result in a delay or loss of SSP payments, so it is crucial for employees to communicate effectively with their employer during periods of sickness.
It is important to note that SSP is not payable for the first three days of sickness absence, known as waiting days. This means that employees will not receive any payment for these initial days off work, unless their contract of employment states otherwise. SSP will only be paid from the fourth day of absence onwards, provided that the employee meets the eligibility criteria.
Employees who are not eligible for SSP may be entitled to other forms of financial support, such as statutory maternity or paternity pay, disability benefits, or universal credit. It is advisable for employees to explore all available options to ensure that they receive the financial assistance they need during periods of sickness absence.
Employers should be aware of their responsibilities when it comes to managing sickness absence and paying SSP to eligible employees. This includes ensuring that employees are aware of the company’s sickness absence reporting procedures, maintaining accurate records of sickness absence and SSP payments, and meeting the legal requirements for SSP payments.
In conclusion, statutory sick pay is an important form of financial support for employees who are unable to work due to illness or injury. As we enter April 2026, employees and employers should familiarize themselves with the rules and regulations surrounding SSP to ensure that the process runs smoothly and fairly for all parties involved. By understanding their rights and responsibilities, employees and employers can work together to manage sickness absence effectively and support employees during times of ill health.