The Employment Rights Act 2025 will introduce changes to Statutory Sick Pay from 6th April 2026. Head of Employment Dan Wilde looks at the key changes and what they mean for Employers.
What are the Changes to Statutory Sick Pay from April 2026?
From 6th April, the rules around Statutory Sick Pay (SSP) will change, with the Government’s stated aim of simplifying eligibility and providing better financial support for employees.
The key changes that employers need to be aware of are:
- Statutory Sick Pay will be available to all eligible employees regardless of their earnings (the Lower Earnings Limit is being removed).
- Statutory Sick Pay will be payable from the first full day of sickness absence (the three-day waiting period is being removed).
- Statutory Sick Pay will be payable from the first full day of sickness absence (the three-day waiting period is being removed).
In practice, the changes will ensure that lower-paid employees are better protected, providing them with financial security when they are unwell. It is also hoped that this could help reduce the spread of infection within the workplace.
Changes to SSP – What Do They Mean for Employers?
The changes mean that employers will have to pay SSP for odd days off sick, as opposed to extended periods of absence. They will also have to pay SSP from day-one of employment, where previously many employers have restricted sick pay until after an employee has successfully completed their probationary period.
What Can Employers Do to Prepare for the Changes Around Statutory Sick Pay?
There are a number of things that employers need to be doing now in order to prepare for these changes. These include:
- Reviewing Sickness and Absence Policies, including how you deal with excessive absences.
- Train your managers on how to deal with sickness absences, in line with the new changes
- Check with your payroll provider as to how the changes will affect your payroll system.
- Make sure all changes are communicated to your staff.
How Can We Help?
The Employment Law team at Harding Evans provide trusted employment law advice to some of the largest organisations in Wales and across the UK, helping employers navigate complex workplace challenges and stay compliant with current legislation.
If you would like tailored guidance on preparing for the forthcoming reforms, or any other employment law matter, please get in touch. You can also email employment@hevans.com
