Employment Rights Bill Roadmap: SSP Changes From April 2026

CREATED BY ROGER EDDOWES Published: 21/08/2025 @ 09:01AM #EmploymentRightsBill #SSP #UKEmploymentLaw #HR #Payroll #WorkplaceWellbeing

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
for sectors with variable-hours staff!

However, it can also reduce turnover, improve trust, and support early recovery, which limits long absences. Employers who align absence policies, health support, and workforce planning with the Employment Rights Bill roadmap can turn compliance into a productivity gain.

Sensible measures you may want to look at include manager training on early intervention, signposting to wellbeing support, and data-led monitoring of absence patterns to refine interventions without discouraging legitimate use.

The government has committed to publishing guidance ahead of actual implementation, so it would be sensible for you to:

• assess impact,
• update policy,
• reconfigure systems,
• train,
• communicate,
• audit.

Keep an eye on draft regulations, especially any technical definitions and transitional rules, as building readiness now will ensure you meet the letter and spirit of the Employment Rights Bill while maintaining operational stability.

The Employment Rights Bill sets a clear direction: from April 2026, Statutory Sick Pay becomes more inclusive and immediate.

Employers who prepare now will be best placed to support their people.

Until next time ...

ROGER EDDOWES
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About Roger Eddowes ...
Roger trained at Edward Thomas Peirson & Sons in Market Harborough before working at Hartwell & Co, followed by Chancery, as a partner. He started Essendon Accounts and Tax with Helen Beaumont in 2014 as a general practitioner with a hands-on approach. Roger loves getting his hands dirty, working with emerging, small-to-medium and family businesses to ensure they receive the best possible accountancy advice. Roger utilises an extensive network of business contacts to leverage the best guidance and practical solutions.

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