As we enter the month of April 2026, many employees may be wondering about their entitlement to statutory sick pay (SSP) in case they fall ill and are unable to work Statutory sick pay is a legal requirement in the UK that ensures employees receive payment when they are off work due to illness This article will provide an overview of SSP in April 2026, including eligibility criteria, rates, and changes that have taken place.
To be eligible for statutory sick pay, employees must meet certain criteria They must be classified as an employee, have been ill for at least four consecutive days (including non-working days), earn at least £120 per week, and inform their employer of their illness within the specified time frame In April 2026, there have been no changes to these eligibility criteria, so employees must continue to meet these requirements to receive SSP.
In terms of rates, the statutory sick pay rate for April 2026 remains at £96.35 per week This rate is paid by employers for up to 28 weeks and is usually paid in the same way as wages (i.e., weekly or monthly) It is important for employees to keep in mind that SSP is subject to tax and National Insurance contributions, so the amount they receive may be less than the £96.35 per week rate.
One change that has taken place in April 2026 is the increase in the lower earnings limit for National Insurance contributions This threshold has increased to £125 per week, which means that employees who earn less than this amount will not be eligible for statutory sick pay This change is in line with the government’s efforts to ensure that SSP is paid to those who need it most, while also protecting the National Insurance system.
Employers play a crucial role in administering statutory sick pay to their employees statutory sick pay april 2026. They are responsible for paying SSP to eligible employees, keeping records of all SSP payments made, and providing employees with a statement of the amount of SSP they have received Employers may also require employees to provide evidence of their illness, such as a doctor’s note, to verify their eligibility for SSP.
In cases where employees are unable to work due to illness for more than 28 weeks, they may be eligible to apply for long-term incapacity benefits These benefits are provided by the government and are designed to support individuals who are unable to work due to long-term illness or disability Employees should inform their employer if they believe they may be eligible for long-term incapacity benefits so that the necessary arrangements can be made.
It is important for employees to be aware of their rights and entitlements when it comes to statutory sick pay If they believe that they are not receiving the correct amount of SSP or that they are being unfairly denied SSP, they should seek advice from a trade union or legal representative Employers are legally obligated to provide SSP to eligible employees, so employees should not hesitate to take action if they believe their rights are being violated.
In conclusion, statutory sick pay remains an important benefit for employees who are unable to work due to illness As we enter April 2026, employees should familiarize themselves with the eligibility criteria, rates, and changes that have taken place with regards to SSP By understanding their rights and entitlements, employees can ensure that they receive the support they need when they are unable to work due to illness.