Statutory sick pay changes April 2026: what employers need to know

Statutory sick pay changes April 2026 are expected to reshape how sickness absence is managed across UK workplaces. The reforms are part of the wider Employment Rights Bill, which aims to improve support for employees with health conditions and reduce barriers to returning to work.

For employers, these changes will affect payroll processes, absence policies and how sickness is managed internally. Businesses that understand the direction of travel early will be better prepared when the changes take effect.

Below is a clear overview of the statutory sick pay changes from April 2026 and what they mean for employers.

Why statutory sick pay is being reformed

The government’s review of Statutory Sick Pay has been driven by rising levels of economic inactivity linked to long-term health conditions.

Recent data shows that millions of working-age people are currently out of work due to long-term illness. Many employees report that limited financial support during illness makes it harder to remain connected to the workplace.

The reforms aim to:

• Increase access to sick pay
• Improve support for employees with health conditions
• Encourage earlier engagement between employers and employees during sickness absence
• Support a smoother return to work after illness

The Department for Work and Pensions has outlined the change to SSP as part of a broader employment reform programme.

Key statutory sick pay changes April 2026

The roadmap for reform highlights several significant changes to how Statutory Sick Pay will operate from April 2026.

Removal of the lower earnings limit

Currently, employees must earn at least £125 per week to qualify for Statutory Sick Pay.

One of the most important statutory sick pay changes April 2026 is the removal of this lower earnings limit.

This reform will allow many lower-paid and part-time workers to qualify for SSP for the first time.

This change could significantly increase the number of employees eligible for sick pay.

Statutory sick pay from the first day of absence

Under the current system, employees do not receive SSP during the first three days of sickness absence. These days are known as “waiting days”.

The new reforms have removed this waiting period.

As part of the statutory sick pay changes in April 2026, SSP will become payable from the first day an employee is off work due to illness.

This change will provide employees with earlier financial support when they are unable to work.

Stronger focus on early intervention

The reforms also place greater emphasis on early engagement between employers and employees during sickness absence.

Employers will be expected to take a more active role in supporting employees who are off work due to illness.

This may involve:

• Earlier conversations about recovery and support
• Access to occupational health services
• Temporary adjustments to working arrangements
• Structured return-to-work planning

The intention is to help employees return to work safely where possible.

Greater use of digital fit notes

Fit notes, which confirm whether an employee is fit for work, are increasingly available in digital form.

Under the changes, digital fit notes may play a larger role in managing absence.

Employers can rely more heavily on these documents to:

• Track sickness absence
• Identify support needs
• Plan phased returns to work

This could improve communication between healthcare providers, employees and employers.

What the statutory sick pay changes April 2026 mean for employers

The reforms represent both an operational and cultural shift for many organisations.

For employers, the statutory sick pay changes April 2026 could have several practical implications.

Increased payroll costs

Removing eligibility thresholds and waiting days means more employees will qualify for SSP and payments may begin earlier.

Businesses may therefore see higher payroll costs linked to sickness absence.

Policy updates

Sickness absence policies and employee handbooks will need reviewing to ensure they reflect the new rules once implemented.

Clear internal policies help ensure consistent handling of sickness absence across teams.

Stronger HR and payroll coordination

Managing sickness absence effectively will require closer coordination between HR and payroll teams.

Payroll systems must be able to calculate SSP correctly while HR processes manage absence records and employee communication.

Preparing for the statutory sick pay changes April 2026

Businesses should begin preparing early.

Employers may wish to:

• Review current sickness absence policies
• Check payroll systems can manage day-one SSP payments
• Train managers to handle absence conversations effectively
• Improve record keeping around sickness absence
• Consider access to occupational health support

Early preparation helps reduce disruption when the new rules come into force.

Final thoughts on statutory sick pay changes April 2026

The statutory sick pay changes April 2026 reflect a broader shift in employment policy towards supporting workers with health conditions while encouraging continued engagement with work.

For employers, the changes will require updated payroll processes, revised absence policies and stronger internal communication.

Businesses that review their procedures now will be better positioned to manage sickness absence effectively while remaining compliant with the new statutory framework.