As we approach the month of April 2026, it is important to understand the changes and updates to statutory sick pay (SSP) regulations Statutory sick pay is a payment made by employers to employees who are unable to work due to illness or injury It is a legal requirement in the UK and provides financial support to employees when they are unable to work.
In April 2027, there are expected changes to the statutory sick pay regulations that will affect both employers and employees It is important for businesses to be aware of these changes so they can comply with the law and ensure that their employees receive the support they need when they are unable to work due to illness.
One of the key changes to statutory sick pay in April 2027 is the increase in the weekly rate of SSP From April 2027, the weekly rate of statutory sick pay will increase from £96.35 to £100 This means that employees who are eligible for SSP will receive a higher amount of financial support when they are unable to work due to illness.
Another important change to statutory sick pay in April 2027 is the extension of the SSP waiting period Currently, employees must be off work due to illness for at least four consecutive days to be eligible for SSP From April 2027, this waiting period will be extended to seven consecutive days This means that employees will need to be off work due to illness for a longer period of time before they can start receiving SSP.
Employers should also be aware of the changes to the rules around self-certification for statutory sick pay Currently, employees can self-certify for the first seven days of sickness absence without the need for a doctor’s note statutory sick pay april 2026. From April 2027, this self-certification period will be extended to ten days This means that employees will be able to self-certify for a longer period before they need to provide a doctor’s note to receive SSP.
It is important for employers to ensure that they have robust sickness absence policies in place to manage SSP effectively This includes having clear procedures for how employees should report sickness absence, how SSP will be paid, and how employees can return to work after a period of sickness absence By having clear policies and procedures in place, employers can ensure that they comply with the law and provide the necessary support to employees when they are unable to work due to illness.
Employers should also be aware of their obligations under the Equality Act 2010 when managing sickness absence and SSP Under the Equality Act, employers have a duty to make reasonable adjustments for employees who have a disability This includes providing additional support to disabled employees who are off work due to illness and ensuring that they are not disadvantaged compared to their non-disabled colleagues.
In conclusion, the changes to statutory sick pay in April 2027 will have important implications for both employers and employees It is essential for businesses to be aware of these changes and to have robust sickness absence policies in place to manage SSP effectively By complying with the law and providing the necessary support to employees when they are unable to work due to illness, employers can create a supportive and inclusive workplace culture that benefits everyone.