Feeling sick about SSP changes? Read the BrightHR guide

The removal of the three-day limit for SSP is not the only change under the Employment Rights Act 2025. Here are the full sick pay changes from 6th April: 

• SSP is payable from day one, not day four 

• No lower earnings limit, so more people eligible for SSP 

• More complex SSP calculations, no flat rate for all 

• New enforcement body with proactive powers 

SSP starts on first day of sickness = more people off sick 

What it is: This is the measure that’s caused the most concern for employers like you. With the removal of the current three-day unpaid waiting period, SSP will be payable from the first day of sickness absence.  

What it means: We expect a noticeable rise in short-term absences. As employees will get some pay from the first day of absence, there will no longer be as much of a financial barrier when it comes to taking time off sick. 

Removal of Lower Earnings Limit (LEL) = more people eligible for SSP 

What it is: Previously, employees had to earn at least £125 per week to qualify for SSP. This is being removed entirely, making sick pay available to an estimated 1.3 million additional low-paid and part-time workers.  

What it means: As with day-one SSP, more people might decide to take time off sick with the knowledge they’ll receive some pay for it. And because more people are now eligible, you’ll have to pay more. 

New calculations for SSP = more chance of payroll errors 

What it is: The question “how much is statutory sick pay?” doesn’t have a simple answer. SSP isn’t a simple flat rate for everyone, so you’ll need a calculator. From 7th April, you’ll have to pay the lower of the statutory flat rate (expected to be £123.25 per week from April 2026) or 80% of the employee’s average weekly earnings (AWE). 

What it means: SSP calculations, manual payroll and paper records can all lead to errors. With increased scrutiny and risk of audits, you should consider automated absence management software with integrated payroll. 

New enforcement body = more compliance pressure 

What it is: The new Fair Work Agency will have proactive powers to audit records, issue fines for technical errors, and even bring tribunal proceedings on behalf of workers for unpaid sick pay.  

What it means: Don’t rely on ‘informal’ absence management. You’re not going to get away with winging it when the Fair Work Agency comes knocking. They’ll also be looking at employment law breaches around National Minimum Wage compliance, holiday pay, and more, with the power to issue civil penalties of up to £20,000 per employee. 

Actions for employers 

1. Implement robust absence management policies that are fair, transparent, and effective. 

2. Train your managers to perform return-to-work interviews to find out more about the reasons for absence and look at ways to offer support. 

3. Monitor absence patterns and trigger points (for instance, 3 sickness absences in 6 months) to identify any areas of concern. 

4. Consider wellbeing measures such as an employee assistance programme (EAP), counselling services, mental health first aiders and flexible working arrangements to help support staff and reduce absenteeism. 

How can BrightHR help? 

We can help you get clear policies and support structures in place to manage sickness absence effectively. You can find 400+ legally compliant document templates, contracts, and handbooks in BrightBase, including a sickness absence policy that reflects changes in legislation. 

Upskill your managers in talking about absences, return to work interviews, and ways to offer support. E-learning courses will give them the correct steps to managing absence fairly and giving support sympathetically. 

BrightHR absence management software will alert you to high frequency absences that trigger policy alerts. So, you can look at patterns and have conversations about absences with your employees. And if you need confidential advice on approaching this without tripping up legally, you can contact our HR and employment law experts 24/7. 

Unlimited document storage allows you to securely save fit notes and manage your return to work plans where you and your employees can find them easily. Read and acceptance receipts show that you’ve discussed support measures in line with your absence policies. 

BrightHR integrated HR and payroll software will mitigate errors in earnings calculations that can arise from manual data entry or disconnected systems. With integrated software, you only have to enter your data once. Your employee details are stored on BrightHR software, hours are recorded on the BrightHR Blip app, and statutory pay increases on birthdays feed through automatically. 

The best way to avoid extra costs is to look after your staff. Think about how you can look after your staff to prevent those absences from happening in the first place with an Employee Assistance Programme (EAP). You and your employees can get wellbeing support from the UK’s largest EAP provider, directly through the BrightHR app.  

SSP is not government funded, so you’re paying out of your own pocket for every sick day. With BrightHR, you can get unlimited 24/7 employment law and HR advice from UK-based experts. So, if you have a question about contacting someone on sick leave, how to manage long-term absences, you’ve always got an expert to hand. 

You can also ask our AI-powered question and answer tool, BrAInbox+ . Unlike general chatbots, BrAInbox+ content is 100% controlled in-house by our specialists, so you can be confident the advice is always correct.

See for yourself how absence management software from BrightHR can help. Book your demo with BrightHR and get personalised advice today!