Statutory Sick Pay changes 2026: SSP is now payable from the first day of illness, the lower earnings limit has been removed, and a new rate applies to lower earners. We know that being unwell is hard enough without having to work out whether you’ll be paid for it. Plenty of people have gone into work poorly because the first few days off would have been unpaid, and just as many have discovered, usually at the worst possible moment, that they don’t earn enough to qualify for sick pay at all. From 6 April 2026, both of those problems are addressed by law rather than left to an individual employer’s goodwill.
The three changes to SSP
Waiting days are abolished. SSP used to only become payable from the fourth day of sickness, meaning the first three days were unpaid. From 6 April 2026, it’s payable from day one.
The lower earnings limit is removed. Previously, you had to earn above a set weekly threshold to qualify for SSP at all. Anyone earning below that line got nothing, however long they were off sick. That threshold disappears, so eligibility no longer depends on how much you earn.
A new rate applies to low earners. Because the earnings threshold has gone, a rule is needed for people whose normal pay is below the standard SSP rate, otherwise SSP could end up higher than their actual wage. For this group, SSP is paid at 80% of average weekly earnings or the standard rate, whichever is lower.
The new SSP rate for 2026/27
The standard weekly rate rises to £123.25, up from £118.75. For most employees, that’s what they’ll receive. For the lower earners covered by the new 80% rule above, they’ll get whichever is lower: £123.25, or 80% of their own average weekly earnings.
| Before 6 April 2026 | From 6 April 2026 | |
|---|---|---|
| First payable day | Day 4 (first 3 days unpaid) | Day 1 |
| Earnings threshold to qualify | Had to earn above the lower earnings limit | No earnings threshold |
| Rate for low earners | Not eligible if below the earnings limit | 80% of average weekly earnings, or £123.25, whichever is lower |
| Standard weekly rate | £118.75 | £123.25 |
Where these changes come from, and what they’ll cost
These changes are part of the Employment Rights Act 2025, and the specifics are confirmed on Acas’s dedicated Statutory Sick Pay page, alongside the government’s official 2026/27 rate guidance, which sets the £123.25 figure.
The scale of this isn’t small. Government figures put the cost to employers at around £450 million a year, working out at roughly £15 more per employee on average. The removal of the earnings threshold is the bigger driver of that: around 1.3 million low-paid employees currently get no statutory sick pay whatsoever, and most of them will now be entitled to something.
Three separate changes, one effective date. Taken together, they mean sick pay now starts on day one, applies regardless of how little someone earns, and costs UK employers an estimated £450 million more a year to provide.
Who enforces this
From April 2026, SSP compliance falls under the Fair Work Agency, the new enforcement body created by the Employment Rights Act 2025. That’s a change from how SSP disputes have typically been handled up to now, and it’s worth knowing the enforcement landscape is shifting alongside the entitlement itself.
What employers should already have in place post 6 April 2026
- Updated payroll systems so SSP starts from day one and calculates correctly for anyone whose earnings fall below the standard rate.
- Reviewed absence and eligibility policies, since staff who were previously excluded on earnings grounds will now qualify.
- Budgeted for the cost increase, particularly if you employ a lot of part-time or lower-paid staff.
- Checked contractual sick pay terms don’t inadvertently conflict with the new statutory minimum.
Frequently asked questions
I earn quite a bit less than the standard SSP rate, will I actually get more money from April 2026?
If your average weekly earnings are below £123.25, you’ll be paid 80% of them rather than the full flat rate, so you won’t necessarily get the full £123.25. What changes for you is that you’ll now be eligible at all, since the previous earnings threshold that excluded low earners has been removed.
Does the day-one SSP change mean I get sick pay from my first day of employment, or my first day of illness?
It’s about the first day of illness, not how long you’ve worked somewhere. The change removes the old three “waiting days” at the start of a sickness absence; it doesn’t touch how long you need to have been employed to qualify in the first place.
Will my employer’s own sick pay scheme still apply, or does this replace it?
This only sets the statutory minimum. If your employer offers enhanced contractual sick pay on top of SSP, that continues to apply as before, it just now sits on top of a higher and earlier-starting statutory floor.
How much extra will this cost my business?
Government estimates put the total impact at around £450 million a year across UK employers, averaging roughly £15 more per employee. Your own cost will depend heavily on how many lower-paid or part-time staff you employ, since they’re the group most affected by the earnings threshold being removed.
Who do I contact if my employer isn’t applying the new SSP rules correctly?
From April 2026, SSP compliance was enforced by the Fair Work Agency, the new body created under the Employment Rights Act 2025.
How we can help
If you’re an employer, getting your payroll and policies ready before 6 April 2026 will save you having to fix things retrospectively. If you’re an employee unsure whether you’re covered, we can tell you where you stand. Get in touch and one of our experienced employment solicitors and we’ll talk through what these changes mean for you.
This article is provided for general information only and does not constitute legal advice. You should seek advice specific to your circumstances before relying on it.
