Changes to Statutory Sick Pay - April 2026 Onwards
From 6 April this year, the following changes to SSP will come into force
statutory sick pay (SSP) will be paid from the first day of illness, instead of the fourth day
the lower earnings limit will be removed – currently, workers must earn a minimum amount to be eligible for statutory sick pay
As a result, it is expected that absence levels will rise.
Key to managing absence is understanding the difference between
Short term sporadic absence – which is the odd day or two, and staff self-certify so they don’t need to see a doctor
Long term sickness - when an employee is signed off by their GP, often for several weeks or months – businesses can determine what period they class as long term sickness
For both types of absence, it can be useful to get medical information – from a doctor’s report or Occupational Health, to understand more about the underlying reasons for absence, and put in place support for the member of staff.
Short term absence can be due to several different health reasons, an underlying health issue or sometimes, it is a conduct issue. Return to work interviews help managers to identify reasons for and patterns of absence, provide support to the employee, and highlight absence levels. Employees who have high levels of absence need to understand the potential implications of their attendance record, which usually includes several informal discussions and support, but can lead to formal disciplinary action.
When businesses are managing an employee on long term sickness, it is important to have regular check ins with the employee, including welfare meetings to maintain contact and support; obtain consent to write to their medical advisor, and/or refer them to Occupational Health to understand more about the diagnosis, prognosis, treatment, timescales for them being able to come back to work, what type of work they will be able to carry out, any adjustments that will need to be put in place to support their return – this may be a phased return, or reduced duties for a period of time. It may also be important to consider whether the employee could do a different role, if they can no longer carry out their original job. In some cases, a business may have to end the employee’s contract, on capability grounds.
In both types of absence, it is important to follow the proper process, so that the employee is treated fairly and to protect the business.
Sarah Darbyshire FCIPD
HR Consultant and Director
HR Solutions Yorkshire Limited
Ad hoc and retained HR Advisory Services
HR/People Strategy - Business Change - Management Development - Employee Relations
Registered office: 26 High Street, Spofforth, Harrogate, HG3 1BQ
T: 01937 591577
M: 07495 857525
E: sarah@hrsolutionsyorkshire.co.uk
W: http://hrsolutionsyorkshire.co.uk
LinkedIn https://www.linkedin.com/in/sarahdarbyshirefcipd/
