Changes to Statutory Sick Pay (SSP) introduced on 6 April 2026 mean eligible employees can now receive SSP from the first full day of sickness absence, rather than after three waiting days.
The previous Lower Earnings Limit has also been removed, meaning eligible employees can qualify for SSP regardless of their earnings. SSP is now paid at 80% of average weekly earnings or the statutory weekly rate, whichever is lower.
Although primarily an employment law change, the reforms also have implications for how organisations manage sickness absence and occupational health support.
Earlier financial support does not remove the need for employers to identify where absence may be work-related, where adjustments could help an employee remain at or return to work, or where timely occupational health input may be appropriate.
What should organisations do?
Employers should review their sickness absence and occupational health referral processes alongside their updated SSP arrangements.
Managers should understand when repeated or longer-term absence, work-related ill health or concerns about an employee’s ability to undertake their role safely may require further assessment or occupational health advice.
Further information: [GOV.UK – Statutory Sick Pay changes] https://www.business
