Sick Pay UK: New Statutory Sick Pay Rules Coming in April 2026
The rules around sick pay in the UK are changing significantly from 6 April 2026. The reforms are part of the Employment Rights Act and represent one of the biggest updates to Statutory Sick Pay (SSP UK) in years.
For employers and HR professionals, the changes affect eligibility, when payments start, and how much sick pay employees receive. If you manage staff or maintain HR policies, it’s important to update your procedures and documentation.
This guide explains the new rules around statutory sick pay UK, how they affect businesses, and what they mean for employees — including part-time workers.
What Is Statutory Sick Pay UK?
Statutory Sick Pay (SSP UK) is the minimum amount employers must pay eligible employees who are off work due to illness.
Under the current system, employees receive SSP from their employer for up to 28 weeks if they are unable to work due to sickness. UK Government guidance states that SSP is paid by the employer rather than the state.
Historically, the rules meant that many low-paid workers were excluded from sick pay and that employees often received no pay for the first few days of illness. The new legislation aims to address those gaps.
Key Sick Pay UK Changes From April 2026
From 6 April 2026, the rules for SSP UK will change in three important ways.
1. Sick Pay Will Be Paid From Day One
Previously, statutory sick pay UK only started on the fourth day of sickness absence, because the first three days were unpaid waiting days.
From April 2026, SSP will be payable from the first day of sickness absence.
This means:
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Even short illnesses may now trigger SSP payments
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Employers must process sick pay earlier
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Short-term absence costs may increase for some organisations
✅ Need to update your Employee Handbook with new Day 1 SSP Rights?
Download a fully editable UK employee handbook template that already reflects the latest employment law changes here
2. More Workers Will Be Eligible for SSP
Currently, employees must earn above the Lower Earnings Limit to qualify for SSP.
Under the new rules, this earnings threshold will be removed, meaning more workers — especially lower-paid staff — will qualify for sick pay.
The change is expected to extend sick pay to around 1.3 million additional workers, including many part-time employees.
3. The SSP Rate Will Change
From April 2026, the weekly SSP rate will be £123.25 or 80% of the employee’s average weekly earnings, whichever is lower.
This new structure aims to ensure sick pay reflects earnings while preventing payments from exceeding normal pay levels.
✅ Need to update your Employee Handbook with new Day 1 SSP Rights?
Try out our Employee Handbook Writing Service for a bespoke handbook or updates.
Sick Pay Entitlements UK: What Employees Get
Employees eligible for statutory sick pay UK will receive:
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SSP paid by their employer
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Payments for up to 28 weeks
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Payment from day one of illness (from April 2026)
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Either 80% of average earnings or the flat SSP rate, whichever is lower
However, SSP is still relatively modest compared to many European sick pay systems, which is why many employers offer enhanced schemes.
Company Sick Pay UK vs Statutory Sick Pay
Many businesses choose to offer company sick pay UK, also known as occupational sick pay UK.
This is a voluntary scheme where employers provide more generous sick pay than the statutory minimum.
Typical occupational sick pay UK schemes may include:
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Full pay for the first few weeks of sickness
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A percentage of salary after a set period
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Sick pay based on length of service
Employees should check their employment contract or employee handbook to understand whether enhanced sick pay is available.
Contractual Sick Pay UK
Contractual sick pay UK refers to sick pay that is written directly into an employment contract or company policy.
If your contract provides enhanced sick pay, the employer must follow that policy.
Common examples include:
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Full pay for the first 4 weeks of illness
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Half pay for a further period
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Sick pay that increases with service
Because these rules are contractual, they override the minimum statutory provisions where they are more generous.
For employers, the safest way to document these rules is through a clear employee handbook or HR policy framework.
✅ Need to update your Employee Handbook with new Day 1 SSP Rights?
Try out our Employee Handbook Writing Service for a bespoke handbook or updates.
Sick Pay for Part Time Employees UK
A common question employers ask is how the new rules affect sick pay for part time employees UK.
The good news is that the April changes make sick pay more accessible to part-time staff.
Previously, part-time workers sometimes failed to qualify for SSP because their earnings fell below the Lower Earnings Limit.
From April 2026:
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The earnings threshold will be removed
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More part-time workers will qualify for statutory sick pay UK
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Sick pay will start from day one of sickness
This change is particularly significant for workers with irregular hours or lower weekly earnings.
Sick Pay for Part Time Workers UK: How Payments Are Calculated
For sick pay for part time workers UK, the amount of SSP is calculated based on average weekly earnings.
This means:
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Part-time staff receive SSP based on their earnings
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Payments cannot exceed the statutory weekly limit
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Employers calculate SSP using qualifying working days
Payroll teams must therefore ensure their systems are updated for the new SSP calculation rules.
✅ Need to update your Employee Handbook with new Day 1 SSP Rights?
Try out our Employee Handbook Writing Service for a bespoke handbook or updates.
Gov UK Statutory Sick Pay Guidance
Employers can find official information on SSP through the gov.uk statutory sick pay guidance, which explains:
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SSP eligibility
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Calculation methods
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fit note requirements
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reporting sickness absence
However, many businesses find it easier to implement sick pay rules through structured internal policies.
Why Employers Should Update Their Sick Pay Policies
The new SSP rules will require many organisations to update:
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HR policies
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absence management procedures
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payroll calculations
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employee handbooks
If your policies still refer to three waiting days for SSP, they will need updating before April.
✅ Need to update your Employee Handbook with new Day 1 SSP Rights?
Download our fully editable UK employee handbook template with the new SSP changes here
Keeping Your Employee Handbook Up to Date
Employment law changes regularly, and sick pay rules are just one example of why businesses should keep their policies updated.
If your company handbook hasn’t been reviewed recently, it may still reflect outdated SSP UK rules.
The template includes policies covering:
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sickness absence
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statutory sick pay
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company sick pay
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HR procedures and compliance
This makes it easier for SMEs and startups to maintain compliant HR documentation without starting from scratch.
✅ Need to update your Employee Handbook with new Day 1 SSP Rights?
Try out our Employee Handbook Writing Service for a bespoke handbook or updates.
Final Thoughts
The April reforms represent a major change to sick pay UK rules. The most important updates are:
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SSP will be paid from day one of illness
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More workers will qualify, including many part-time staff
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SSP will be calculated as 80% of earnings or the statutory rate
For employers, these changes mean reviewing payroll processes, absence procedures, and HR documentation.
Ensuring your employee handbook and sick pay policies are up to date will help your business stay compliant and avoid confusion when the new rules come into effect.
