A complete Employer’s Guide to Navigating SSP and Sick Leave in 2026

Managing Statutory Sick Pay and sickness absence has never been simple – and with changes linked to the Employment Rights Bill coming into effect in 2026, it’s becoming an even greater priority for employers.

SSP and sick leave now sit firmly at the intersection of compliance, employee wellbeing and operational efficiency. Getting it right isn’t just about meeting legal requirements; it’s about ensuring employees are treated fairly and consistently during periods of ill health.

This guide breaks down what employers need to know about SSP and sick leave in 2026, what responsibilities are changing, and how to prepare with confidence.

What Is SSP and Why It Matters More in 2026

Statutory Sick Pay is the legal minimum employers must pay eligible employees when they are unable to work due to illness. While SSP has long been a core payroll responsibility, increasing focus on employee rights means it now carries wider implications.

In 2026, SSP is no longer just about paying the correct amount on time. It is closely linked to:

• Fair treatment of employees
• Consistent absence management
• Clear communication around rights and entitlements

Employees are more aware of their rights than ever before, making transparency and accuracy essential.

Employer Responsibilities Around SSP and Sick Leave

Employers have a duty to ensure SSP, and sick leave are handled correctly and consistently. This includes:

• Confirming employee eligibility for SSP
• Applying qualifying periods accurately
• Recording sickness absence correctly
• Ensuring payments align with statutory requirements
• Communicating clearly with employees throughout their absence

Under the Employment Rights Bill, failures in these areas may carry increased risk – particularly where poor processes result in inconsistent treatment.

The Role of Absence Management in SSP Compliance

SSP cannot be managed in isolation. It relies heavily on accurate absence data and clear processes.

Effective absence management supports SSP by:

• Providing a clear record of sickness periods
• Ensuring qualifying days and thresholds are calculated correctly
• Supporting fair and consistent decision-making
• Creating an audit trail for compliance purposes

Without structured absence management, SSP errors become more likely – increasing administrative burden and compliance risk.

Common SSP and Sick Leave Challenges for Employers

Many organisations struggle with SSP and sick leave due to:

• Manual tracking of absences
• Inconsistent application of policies
• Lack of visibility across teams or locations
• Unclear responsibilities between HR, payroll and managers

As expectations rise in 2026, these gaps become harder to justify and more difficult to manage.

Supporting Employees Through Sick Leave

SSP and sick leave are often experienced by employees at vulnerable moments. How employers respond can significantly impact trust and engagement.

Good practice includes:

• Clear communication about sick pay and entitlements
• Consistent application of policies
• Supportive absence conversations
• Structured return-to-work processes

Handled well, sick leave processes can reinforce a positive employee experience – even during challenging circumstances.

Preparing Your Organisation for 2026

To navigate SSP and sick leave confidently in 2026, employers should review:

• Sickness and absence policies
• How absence data is recorded and accessed
• Manager understanding of SSP responsibilities
• Communication with employees about their rights

Now is the time to move away from reactive, manual processes and towards structured, reliable systems that support both compliance and employee wellbeing.

Looking Ahead

The changes arriving in 2026 place SSP and sick leave firmly on the strategic HR agenda. Employers who prepare early will be better equipped to manage absence fairly, reduce risk and support employees effectively.

By treating SSP as part of a wider absence management strategy – rather than a standalone payroll task – organisations can meet their legal obligations while building trust and confidence across their workforce.

Reviewing your SSP and absence processes now can help ensure you’re ready for 2026. Many employers are already taking steps to improve visibility, consistency and compliance ahead of the changes.