Dear Denise – Your HR Agony Aunt | Edition 5: Managing Absence Under the New SSP Rules

With changes to Statutory Sick Pay (SSP) coming into effect from 6th April, many employers are starting to question what this will mean for their business. From day-one entitlement to potential increases in eligibility, it’s an area already causing uncertainty, particularly for SMEs managing tight resources.

That’s why this month’s Dear Denise – HR Agony Aunt column focuses on preparing for the upcoming SSP changes and how to manage absence fairly and effectively. Senior HR Consultant Denise from BeyondHR, who brings almost 20 years of hands-on HR experience, has been responding to a growing number of queries from business owners keen to stay compliant without impacting productivity.

Dear Denise,

I’m starting to feel a bit overwhelmed with the upcoming changes to Statutory Sick Pay coming in from 6th April and how they might impact my business.

I understand that SSP may now be payable from day one, and that more employees could qualify. As a small business, even a few unplanned absences can put pressure on the rest of the team.

Some employees have already started asking questions, and I’m concerned this could lead to more short-term absences or confusion about entitlements.

I want to make sure we’re doing everything correctly, but also protect the business and maintain productivity.

What should I be doing now to prepare?

Concerned Paisley Employer

Dear Concerned Employer,

You’re right to be thinking about this now. With the SSP changes coming into effect from 6th April, preparation is key to avoiding confusion and ensuring your business remains compliant.

Here’s how I’d recommend approaching it:

• Get clear on the changes
From April 2026, Statutory Sick Pay (SSP) will be payable from the first day of absence, with the removal of the three-day waiting period, and eligibility will widen as the Lower Earnings Limit is abolished, including part-time, low-paid and casual workers. SSP will also be calculated as the lower of 80% of an employee’s average weekly earnings or the new flat rate of £123.25 per week. Make sure you fully understand what’s changing from 6th April, including when SSP becomes payable and who is eligible. Working from accurate, up-to-date guidance is essential.

• Update your absence policy
Now is the time to review and update your sickness absence policy so it reflects the new SSP rules. This should include reporting procedures, evidence requirements, and how payments are handled.

• Communicate early with employees
Don’t wait for confusion to arise. A clear, simple explanation of how SSP will work in your business from 6th April can help manage expectations and reduce uncertainty.

• Apply policies consistently
Consistency is crucial. Ensure all employees are treated fairly and in line with your updated policy to avoid any perception of favouritism or inconsistency.

• Monitor absence trends
While it’s natural to worry about increased absence, focus on identifying patterns rather than isolated instances. Return-to-work meetings and accurate record-keeping are key tools here.

• Take a balanced approach
Support employees who are genuinely unwell, but don’t shy away from addressing any concerning absence patterns through appropriate procedures.

• Seek advice if needed
If you’re unsure how the changes apply to your business, or if issues arise, seeking HR advice early can help you manage risks confidently.

With the right preparation, these changes don’t need to disrupt your business. Clear policies, proactive communication, and a fair approach will put you in the strongest position moving forward.

Warm regards,
Denise
Your HR Agony Aunt at BeyondHR

Have an HR dilemma you’d like Denise to answer?

We’d love to hear from you. Email your question to denise@wegobeyondhr.com and it could be featured in an upcoming Dear Denise column. All questions remain anonymous.

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