Employment Rights Bill Roadmap: SSP Changes From April 2026
The Employment Rights Bill roadmap confirms SSP reform from April 2026. If you're an employer, then take a look to see if your policies, budgets and systems align with the new rules. Wider measures will follow through 2026 and beyond ... Employment rights bill, Protecting workers' freedom, Fairness for all souls The Employment Rights Bill roadmap has arrived, and the headline for many is Statutory Sick Pay reform from April 2026. It signals a practical shift: broadened eligibility and faster support for workers, plus real operational implications for employers. What's confirmed and why does it matter?From April 2026, statutory sick pay will no longer have a lower earnings limit, and the waiting period will be removed. In plain terms, more workers will qualify, and payment will start from the first qualifying day of absence. This aligns sick pay with the reality of modern work, including irregular hours and multiple jobs, and should help reduce presenteeism for lower-paid staff who previously fell outside eligibility.Employers will need to update sickness policies, handbooks, contracts and payroll rules to reflect day-one SSP and universal eligibility. Absence management processes should be recalibrated to maintain fairness and control costs while supporting health. Financial modelling will be important here: forecast your SSP exposure, review insurance, and consider how occupational sick pay interacts with the new baseline. Transparent communication with your managers and staff will reduce confusion and support a smooth transition. For multi-entity or unionised organisations, engage early to coordinate a consistent rollout and avoid unintended discrepancies. The April 2026 change also introduces day-one paternity and unpaid parental leave, expanded whistleblowing protections, and the establishment of a 'fair work agency'. Alongside the SSP change, these measures sit within a broader effort under the Employment Rights Bill to strengthen security and fairness at work. October 2026 brings further steps on preventing harassment and regulating practices such as fire-and-rehire, with additional reforms from 2027 on flexible working, zero-hours certainty, and enhanced protections for parents and carers. SSP reform may increase short-term costs, particularly | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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