Written by Kirsten McKenzie at Hunter Adams. This information is correct as of May 2026.
From April 2026, statutory sick pay (SSP) in the UK has changed in ways that quietly reshape how employers manage absence.
On paper, the updates are simple. SSP is now paid from the first day of sickness. The earnings threshold has been removed. And the amount paid is now linked to earnings, capped at the statutory weekly rate.
In practice, it is a shift in mindset.
Absence management is no longer just about tracking days and applying policy. It is about how you support your people, how confident your managers are, and how consistent your processes are when it matters.
For many businesses, this is where things start to creak.
What is statutory sick pay, and how does it work now?
Statutory sick pay is the minimum level of sick pay employers must provide to eligible employees in the UK when they are unfit for work due to illness.
As of April 2026, the key changes are:
- SSP is paid from day one of sickness absence, removing the previous three waiting days
- The lower earnings limit has been removed, meaning more part-time and lower-paid employees now qualify
- SSP is calculated as the lower of 80% of average weekly earnings or the statutory SSP rate
- It is payable for up to 28 weeks
- SSP can apply during phased returns, covering days not worked
So when people ask “how much is statutory sick pay?” or “how is statutory sick pay calculated?”, the answer is now more nuanced. It depends on earnings, working hours, and the number of missed working days.
For employers, this means payroll accuracy matters more than ever. But more importantly, every day of sickness absence now carries both a cost and a decision point.
Why day-one sick pay changes absence management
The introduction of sick pay from day one is, at its core, a positive move.
It removes the financial pressure on employees to come into work when they are unwell. It supports better health outcomes. And it aligns with a more human approach to employee wellbeing and performance.
But it also means:
- Short-term absences are more visible and may be more frequent
- Patterns are easier to identify, but also harder to ignore
- Costs increase if absence is not managed proactively
This is where many organisations struggle. Not because they do not care, but because their approach to managing sickness absence has not evolved.
A policy alone is not enough.
Getting absence management right in 2026
Strong absence management UK-wide now hinges on three things. Clarity, consistency and confidence.
1. Clear policies that reflect reality
If your sickness absence policy still references waiting days or outdated SSP rules, it needs to be updated.
But beyond compliance, clarity matters. Employees need to understand:
- How to report absence
- When a sick note or fit note is required
- What sick pay they will receive
- What happens during long-term sickness absence
Clear policies reduce confusion and build trust. They also protect the business if decisions are challenged later.
This is often where we support clients through our employee relations work, helping turn policies into something managers can actually use in real situations.
2. Confident line managers
Your line managers are the front line of absence management.
They are the ones having return-to-work conversations, reviewing fit notes, and spotting early signs of health issues or burnout.
Yet many managers still feel unsure about:
- What they can and cannot ask
- How to handle frequent short-term absences
- When to involve occupational health
- Where the line sits between support and performance
This is where manager training makes a real difference. Practical, scenario-based support helps managers handle absence in a way that is fair, consistent and human.
It also reduces risk. Poor handling of sickness absence is one of the fastest routes to claims of unfair dismissal or discrimination, particularly where disability-related absence is involved under the Equality Act 2010.
If managers are guessing, the business is exposed.
This is often where we support clients through our employee relations support, helping turn policies into something managers can actually use in real situations, not just something that sits in a handbook.
3. Consistent processes and records
With SSP payable from the first day of sickness, keeping accurate records of sickness absence is essential.
Not just for payroll, but for identifying patterns.
Frequent short-term absences, recurring health issues, or changes in behaviour often tell a bigger story. The goal is not to catch people out. It is to intervene early and provide the right support.
Good sickness absence management includes:
- Return to work meetings after every absence
- Clear documentation of conversations and decisions
- Monitoring absence data to identify patterns
- Fair and consistent application of trigger points
Consistency is what protects you. It shows that decisions are based on evidence, not assumptions.
Supporting wellbeing without losing sight of performance
There is often a misconception that focusing on employee wellbeing means lowering expectations.
In reality, the opposite is true.
Employees who feel supported are more likely to recover properly, return to work sooner, and perform better in the long term.
This is particularly relevant when managing:
- Mental health conditions such as stress, anxiety or burnout
- Long-term sickness absence
- Chronic or fluctuating health issues
- Disability-related absence
In these cases, employers have a duty of care and, where applicable, a duty to make reasonable adjustments.
That might include:
- Altered hours or flexible working
- Amended duties
- Phased return to work plans
- Access to occupational health via occupational therapists or other healthcare professionals
- Employee assistance programmes for mental health support
The goal is not just getting someone back to work. It is helping them return sustainably.
You can explore more about how we approach this through our employee wellbeing work, where the focus is on practical support that helps people recover well and return to work in a way that lasts.
Where do capability and dismissal fit?
This is the part many employers feel uncomfortable with.
There are situations where, despite support, an employee is unable to return to work or maintain consistent attendance due to ill health.
In these cases, capability processes may need to be considered.
The key is doing this properly:
- Seeking medical evidence, including fit notes or occupational health input
- Consulting with the employee throughout
- Considering all reasonable adjustments
- Exploring alternative roles where possible
- Following a fair and documented process
Handled well, this is about fairness, not fault. Handled poorly, it quickly becomes a legal risk.
This is where having experienced support can make all the difference, particularly in complex employee relations cases where the stakes are high.
The Fair Work Agency and enforcement
Another important development under the Employment Rights Act 2025 is the introduction of the Fair Work Agency in April 2026.
This new body has the power to:
- Inspect workplaces
- Request evidence and documentation
- Enforce compliance with statutory sick pay and wider employment law
This marks a shift towards more proactive enforcement.
It is no longer just about responding to tribunal claims. Employers are expected to demonstrate that their processes are compliant, consistent and well-documented.
In simple terms, you need to be able to show your workings.
The opportunity behind the change
It would be easy to view these changes as another cost or compliance burden.
But for many organisations, this is an opportunity.
A chance to:
- Reset your approach to managing sickness absence
- Build stronger manager capability
- Improve employee wellbeing and engagement
- Reduce long-term absence and associated costs
- Create a more consistent, fair workplace culture
Done well, absence management is not about policing attendance. It is about enabling performance.
And that is where we see the biggest impact with our clients. When absence is managed well, everything else becomes easier.
If you want a clearer picture of what this means in practice, take a look at our guide on the Fair Work Agency and what employers need to have in place.
How can we help you?
Whether you are updating your Statutory Sick Pay policy, dealing with complex long-term sickness absence, or supporting managers through difficult conversations, we step in and get things moving.
From employee relations support to manager training and wellbeing strategy, we help you build an approach that works in the real world, not just on paper.
If something in this article has made you think “we should probably look at that”, you are not alone. Let’s have a chat.
FAQs
What is statutory sick pay (SSP)?
Statutory sick pay is the minimum legal sick pay employers must provide to eligible employees who are off work due to illness.
How much is SSP in April 2026?
SSP is the lower of £123.25 per week or 80% of an employee’s average weekly earnings, payable for up to 28 weeks.
How do you get statutory sick pay?
Employees must be classed as employees, notify their employer of sickness, and be unable to work due to ill health. As of April 2026, the previous earnings threshold has been removed, meaning more people now qualify.
Who pays for statutory sick pay?
Employers are responsible for paying SSP. It is not reimbursed by the government in most cases.
What is a fit note?
A fit note, sometimes called a sick note, is provided by a GP or healthcare professional. It states whether an employee is not fit for work or may be fit for work with adjustments.
What is the role of occupational health?
Occupational health provides medical advice to employers on supporting employees with health issues, including recommendations for adjustments or phased returns.
What is a phased return to work?
A phased return allows an employee to gradually return to work, often with reduced hours or amended duties, following illness.
What is long-term sickness absence?
Long-term sickness absence typically refers to continuous absence of four weeks or more and requires a more structured and supportive management approach.
When will the Fair Work Agency start?
The Fair Work Agency launched in April 2026 and will take a more active role in enforcing employment law, including statutory sick pay compliance.
Take a look at our guide on the Fair Work Agency.
Can sickness absence lead to unfair dismissal claims?
Yes, if absence is managed unfairly or without proper process, it can lead to claims. This is particularly important where absence is linked to a disability and reasonable adjustments have not been considered.
