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The government has confirmed new rates for Statutory Sick Pay (SSP) and a range of statutory parental leave payments, which will come into force on 6 April 2026. The increases are intended to reflect rising living costs and will have practical implications for both employers and employees across the UK.
Employers should take steps now to ensure payroll systems, policies and internal guidance are updated ahead of the April implementation date.
Updated Statutory Sick Pay Rate
From 6 April 2026, the weekly rate of Statutory Sick Pay will increase from:
£118.75 to £123.25 per week
SSP is payable to eligible employees who are unable to work due to illness for four or more consecutive days.
Increased Statutory Parental Leave Pay Rates
The government has also announced increases to the weekly rates for the following statutory payments:
Statutory Maternity Pay
Statutory Paternity Pay
Statutory Shared Parental Pay
Statutory Adoption Pay
Statutory Neonatal Pay
Statutory Parental Bereavement Pay
All of the above will rise from:
£187.18 to £194.32 per week
In addition, the earnings threshold required to qualify for these statutory payments will increase from:
£125 per week to £129 per week
What Employers Need to Do Now
Employers should ensure that they:
update payroll software to reflect the new rates;
review employment contracts, staff handbooks and internal policies;
communicate changes clearly to employees;
budget for the increased statutory payments where applicable.
Failure to apply the correct statutory rates can lead to underpayments, employee disputes and potential enforcement action.
Q&A: Statutory Sick Pay and Parental Leave Changes
When do the new rates take effect?
The new rates apply from 6 April 2026.
Who qualifies for Statutory Sick Pay?
Employees who meet the earnings threshold and are absent from work due to illness for at least four consecutive days may qualify for SSP.
Do employers have discretion over these rates?
No. These are statutory minimum rates that employers must apply where eligibility criteria are met.
Does the increase affect enhanced company schemes?
If an employer operates enhanced sick pay or parental leave schemes, these must still meet or exceed the statutory minimums.
What happens if an employer pays the wrong rate?
Paying below the statutory rate may result in claims, HMRC enforcement action and reputational risk.
Contact Us
Keeping up with changes to employment law is essential for both employers and employees.
If you require advice on statutory pay obligations, employment contracts or workplace policies, contact Willett & Co Solicitors today. Our employment law team provides clear, practical guidance to help you stay compliant and manage workplace issues with confidence.