On 6 April 2026, the rules on Statutory Sick Pay changed fundamentally. If you employ anyone, these changes affect you. If your SSP policy still references three waiting days or a lower earnings limit, it’s wrong and needs updating immediately.
What Changed
Change 1: SSP is payable from the first day of absence. The three waiting days are gone. Change 2: no lower earnings limit. Every employee qualifies regardless of earnings. For employees earning below the flat SSP rate, SSP is paid at 80% of their average weekly earnings or the flat rate, whichever is lower. Change 3: what stayed the same — still paid at a flat weekly rate, still up to 28 weeks, employees still need to notify and provide evidence.
The Cost Impact
For most small businesses, the impact is modest. Five employees each taking 4 days’ sick leave per year means roughly £350–500 extra per year in SSP. Not trivial but not business-threatening. The bigger issue is ensuring your written policy reflects the law.
What You Need to Do
Update your SSP policy. Update employment contracts. Configure payroll to pay from day one. Train managers on notification and payment rules. Consider implementing an absence trigger policy. Keep proper records — self-certification forms, fit note trackers, return to work interviews.
➤ Get our SSP Pack — updated policy, self-certification form, fit note tracker, and absence management templates.