SSP in 2026: What's Changed and What You Need to Know

If you're off sick right now and trying to work out what you're owed, the rules have shifted a bit for 2026. SSP — Statutory Sick Pay — is the legal minimum your employer has to pay you when you're too ill to work. The government tweaks the rates most years, and this year there are a few changes worth knowing about.

The Updated SSP Weekly Rate

The weekly SSP rate has gone up for 2026. It's not a life-changing increase, but it does reflect the rising cost of living. Let's be honest — SSP was never designed to replace your full wages. It's a safety net. But the bump does mean a little more in your pocket if you're relying on it while you recover.

If you're an employer, get your payroll updated from the start of the tax year. HMRC won't look kindly on underpayments, and it can land you in front of a tribunal.

Eligibility Thresholds

You need to earn at least the Lower Earnings Limit (LEL) per week to qualify for SSP. That threshold has crept up for 2026, which is bad news if you were only just above it last year — you might now fall below. If that's you, don't panic. You may still be able to claim Universal Credit or Employment and Support Allowance instead.

The other qualifying conditions haven't changed. You need to be classed as an employee, you need to have been ill for at least four days in a row (including non-working days), and you need to have told your employer within the required timeframe. If you're self-employed, on certain agency contracts, or you've already used up your 28 weeks of SSP, you won't qualify.

Waiting Days: How They Work

This one catches people out. The first three qualifying days of your illness are unpaid. SSP doesn't kick in until day four. A qualifying day is a day you'd normally work. So if you go off sick on Monday and you work Monday to Friday, Monday through Wednesday are your waiting days. You'd start getting SSP from Thursday.

There's been a push to scrap waiting days entirely. The argument is pretty straightforward — when you're ill and worried about money, three days with no pay at all is rough. But as of 2026, the three-day wait is still there. Worth budgeting for if you can.

The 28-Week Maximum

SSP runs for a maximum of 28 weeks. That hasn't changed. After 28 weeks, your employer stops paying and you'll need to look at Employment and Support Allowance (ESA) or Universal Credit.

One thing that trips people up: if you go back to work and then fall ill again within eight weeks, HMRC links the two absences together. Your 28-week clock doesn't reset — it picks up where it left off. If you're worried about hitting that limit, ask your employer whether they offer a company sick pay scheme on top of SSP. Plenty do.

Employer Responsibilities

Employers can't opt out of SSP. Even if they run their own enhanced sick pay scheme, SSP is a legal obligation for eligible staff. They need to keep proper records of absences and SSP payments, issue an SSP1 form when your entitlement runs out, and make sure their payroll software has the right 2026 rates.

A quick note for small businesses: there used to be a rebate scheme (the Percentage Threshold Scheme) that let you reclaim SSP costs. That was scrapped in 2014 and hasn't come back. Employers cover the full cost themselves.

What Employees Should Do

Tell your employer as soon as you can. Most workplaces want to hear from you on your first day off, though the exact deadline varies. For the first seven days, you can self-certify — just fill in form SC2 or whatever your employer uses. After seven days, you'll need a fit note from your GP or hospital doctor.

It's also worth checking your contract or staff handbook. Loads of employers — especially in the public sector and bigger companies — offer occupational sick pay that's more generous than SSP. You might get full pay for a set number of weeks. Knowing what you're entitled to takes some of the financial worry away when you're already feeling rough.

Looking Ahead

Trade unions and health groups have been calling for bigger SSP reforms for years. The wish list includes scrapping waiting days, lowering the earnings threshold so more people qualify, and raising the weekly rate to something closer to a real living wage. None of that has happened for 2026, but it keeps coming up in budget discussions.

For now, know the rules, use our SSP calculator to check what you're owed, and get proper advice if your situation is complicated. You've got rights — make sure you're using them.