employment rights bill - SSP april 2026 updates
April 2026 Legislation Changes: What HR Professionals Need to Know About SSP and Day One Rights
As we approach April 2026, significant legislative changes will come into effect impacting Statutory Sick Pay (SSP) and employee rights from day one of employment. HR professionals must be thoroughly prepared to implement these changes and ensure continued compliance.
Key Changes to Statutory Sick Pay (SSP)
From 6 April 2026, the following adjustments will be introduced to SSP:
Increase in SSP rate: The weekly SSP payment will rise to £130.00, up from the previous rate. This is intended to provide better financial support to employees during periods of illness.
Eligibility period reduction: SSP will now be payable from the first day of sickness absence rather than the fourth day, effectively eliminating the three qualifying days before entitlement kicks in.
Extension of SSP period: The maximum duration for which SSP can be claimed will be extended from 28 weeks to 52 weeks, providing long-term support for employees with extended illnesses.
Day One Rights: Expansion and Clarification
Significant legislative reforms will also affect day one employment rights:
Right to request flexible working: All employees will have the legal right to request flexible working from day one of employment, rather than after 26 weeks. Employers will need to manage these requests fairly and within statutory timeframes.
Parental leave entitlements: Eligibility for unpaid parental leave will be granted immediately, removing previous service requirements.
Protection from detriment for whistleblowing: New employees will have whistleblowing protection from their first day, enhancing early safeguarding of employee rights.
Implications for HR Practice in small businesses
These reforms require a proactive approach from HR teams:
Policy updates: HR policies on sick pay, flexible working, parental leave, and whistleblowing must be reviewed and updated to reflect the new legislation.
Payroll adjustments: Payroll systems need to be recalibrated to accurately reflect the revised SSP rates and eligibility periods.
Training: Line managers and HR personnel should be trained on understanding the expanded employee rights to ensure compliance and employee support.
Communication: Clear communication channels must be established to inform employees of their updated entitlements from day one.
Conclusion
The April 2026 legislative changes mark a shift towards enhancing employee rights and support from the outset of employment. HR teams should prioritise the integration of these changes into company policies and processes well in advance. Staying informed and prepared will help organisations uphold compliance and foster positive employee relations.