22nd April 2026 ❘

Statutory Sick Pay Changes: What Employers Need to Do Now

Statutory Sick Pay Changes: What Employers Need to Do Now

Statutory Sick Pay Changes: What Employers Need to Do Now

On the 6th of April important changes to Statutory Sick Pay (SSP) under the Employment Rights Act 2025 came into force. These updates affect every employer and require immediate attention—particularly when it comes to your sickness absence policy and how short-term absence is managed in practice.

There are two key developments:

Removal of the Lower Earnings Limit
Previously, employees earning below the lower earnings threshold (around £123 per week) were not eligible for SSP. This restriction has now been abolished. All employees are now entitled to SSP, regardless of their earnings. If your workforce includes part-time or lower-paid staff, you may now have SSP obligations where none existed before.

SSP Payable from Day One
The three “waiting days” have been removed. SSP was previously only payable from the fourth consecutive day of sickness absence. Now, it is payable from the first day of absence. Every instance of sickness absence—no matter how short—triggers a payment obligation from day one.

If your sickness absence policy still refers to waiting days or outdated eligibility rules, it is no longer compliant. Providing incorrect information about employee entitlements exposes your business to risk, including grievances or disputes.

These changes may seem administrative at first glance, but they materially alter how sickness absence impacts your business. Acting promptly will help you stay compliant, manage costs effectively, and maintain a fair and transparent approach for your workforce.

Our Employment Law team can provide you with a you an SSP policy review: a thorough update to your sickness absence policy to reflect the new rules, with revised manager guidance and updated trigger points. To find out more please just get in touch and we’ll be happy to help.