Statutory Sick Pay: 2026 changes explained
By Helen Dyball, Head of Human Resources
The government recently announced changes to employment law that came into effect on 6 April 2026 under the Employment Rights Act 2025. From that date, employees receive Statutory Sick Pay from their first day of sickness absence, rather than having to wait until the fourth day, regardless of their earnings.
We want to make sure every colleague at Wellgate understands what this means for them.
What is Statutory Sick Pay?
Statutory Sick Pay, or SSP, is the minimum amount you are legally entitled to receive from your employer when you are off sick and unable to work. It is paid through your normal pay.
Three things have changed from 6 April 2026
You get paid from your first day off sick. Previously, you had to be off sick for four days before SSP kicked in. The first three days were unpaid. That rule no longer applies. If you are off sick and eligible, your SSP begins from day one.
More colleagues now qualify. The lower earnings threshold has been removed, meaning more workers, including part-time and lower-paid staff, now qualify for SSP. This applies whether you’re on a contracted hours agreement, a bank contract, or a flexible working contract.
How much do you receive? SSP is now £123.25 per week, or 80% of your average weekly earnings, whichever is lower. If you earn above that amount, you will receive the flat rate of £123.25. If you earn less, you will receive 80% of your average weekly earnings worked out over the previous 8 weeks.
What you must still do when you are off sick
These reporting requirements have not changed and must be followed. Failure to follow them may affect your entitlement to SSP.
Call your line manager by phone as early as possible on your first day of absence. Do not text or message. A phone call is required.
Complete a self-certification form (SC2 - on gov.uk) for any absence of up to seven calendar days.
Obtain a fit note from your GP or a medical professional for any absence longer than seven calendar days.
Keep in regular contact with your manager during any extended period of absence.
Attend a return-to-work meeting when you come back.
This applies to all colleagues, whether contracted, bank, or flexible working staff.
If you're unsure about anything, speak to your line manager or contact HR directly. You can also find independent guidance at acas.org.uk.
More changes are coming.
The April 2026 employment law changes also include new rights around paternity leave and unpaid parental leave. We'll be covering those in full in the June update.