Statutory Sick Pay Changes April 2026: What Professional Service Employers Need to Know

by | Jan 12, 2026

With Statutory Sick Pay changes coming into force in April 2026, professional services employers need to prepare for significant reforms…

As a specialist law firm advising professional services businesses, we know that clarity and foresight are essential in employment law. Our businesses are driven by people, and changes to employment have a big impact. With the Employment Rights Act 2025 ushering in significant reforms to Statutory Sick Pay (SSP) from 6 April 2026, it’s time for employers to prepare.

For the professional service sector, which is our market, sick pay has always been a balance between fairness and discouraging unnecessary absences, because, as people-driven businesses, the emphasis is on collectively delivering for clients i.e. the team being available to do the work.

Statutory Sick Pay Changes from April 2026

  • No More Waiting Days: SSP will be payable from the first day of sickness absence, not the fourth.
  • New Payment Calculation: SSP will be the lower of 80% of average weekly earnings (calculated over the previous 8 weeks) or a flat rate, which is set to increase to £123.25 in April 2026 and will be reviewed annually.
  • Transitional Protection: Employees already receiving SSP before 6 April 2026 will continue at the uprated flat rate for the duration of their absence.
  • Continuity of Absence: Absences within 56 days will still be treated as one continuous period.
  • Universal Eligibility: The lower earnings limit is being scrapped. All employees, regardless of how much they earn, will qualify for SSP. For the professional services sector, this may not be significant.

What Should Employers Do Now?

  • Review your contracts of employment many firms will need to update these, and we can arrange this for existing clients easily.
  • Update your policies and procedures to remove references to waiting days and reflect the new eligibility rules.
  • Prepare for transitional cases—manual intervention may be needed for employees already on SSP as the changes take effect.
  • Communicate with your staff so everyone understands the new rules before April 2026.

Our Perspective

While further guidance is expected, these changes are designed to simplify SSP and ensure fairer treatment for lower earners in the professional services market we serve. The challenge is likely to be cultural: will the immediate eligibility for SSP lead to more absences?

The transition may present practical challenges, especially for firms with complex payroll arrangements or outsourced providers. You need to check with your payroll provider if they are ready and what they will need from your firm.

If you’re unsure how these reforms will affect your firm, or if you need help updating your contracts or policies, we are ready to advise. As always, we recommend acting early to ensure compliance and minimise disruption.

This post is based on currently available information and is intended as a general guide. For tailored advice, please get in touch with our team at info@bennettbriegal.co.uk