From 2026, the UK is expected to move Statutory Sick Pay to day one, removing the three unpaid waiting days. This guide explains what is changing, who qualifies, and how employers can update policies, payroll, and communications. We cover UK legal context, data privacy, and practical steps for small to medium-sized and ethical organisations. You will also find clear FAQs, resources, and an action plan to get your teams ready with minimal disruption.
Introduction
Day-one Statutory Sick Pay, eligibility for more workers, and clearer manager guidance sit at the heart of the 2026 reforms. Ethical employers and sustainable businesses can lead with transparent policies, kind processes, and compliant systems that protect people and productivity. In this guide, we explain what is changing, when to act, and how to embed fair sick pay aligned to B Corp values, Investors in People, ISO 30414 reporting, and ethical marketing principles. We draw on Advisory, Conciliation and Arbitration Service (ACAS) guidance, GOV.UK updates, and House of Commons Library briefings for a balanced UK overview.
What exactly is changing with Statutory Sick Pay in 2026?
The headline change is simple, SSP is expected to start from day one rather than day four. The reform also aims to widen access and simplify administration, so more workers receive support when they need it.
Currently, Statutory Sick Pay starts after three waiting days, according to GOV.UK guidance on SSP eligibility and payment rules GOV.UK. The government has signalled an intention to remove waiting days and improve access, building on policy commitments for day-one sick pay set out by the UK Government in 2024 and subsequent policy statements. ACAS will update practical guidance as legislation is finalised ACAS. Your task now is to prepare policies, systems, and budgets so you can switch smoothly.
Essential elements include:
- Day-one pay: SSP starts on the first qualifying day off sick, not the fourth. This removes unpaid waiting days and reduces hardship for people with short illnesses.
- Wider access: Policymakers have proposed removing barriers like the lower earnings limit, so more workers qualify for statutory support.
- Cleaner processes: Clearer fit note, evidence and payroll rules reduce friction for managers and HR teams.
Keep checking GOV.UK for final regulations and commencement dates, and review any transitional rules that may apply GOV.UK.
Create a policy addendum now that explains the move to day-one pay, then schedule a full policy update once the regulations are published.
When will day-one SSP start and what’s the timeline?
The expected start is 2026, subject to legislation and commencement regulations. You should plan a retrofittable policy update by April 2026, then refine once the law is confirmed.
Employment law changes go live only when Parliament enacts and commences them. At the time of writing, the day-one change reflects policy commitments that need legal implementation. The House of Commons Library maintains a useful statutory sick pay overview that will reflect any law change and timing House of Commons Library. ACAS will update step-by-step employer guidance as soon as details are confirmed ACAS.
Essential preparation milestones include:
- Q1-Q2 2026 planning: Draft policy updates and payroll changes, and brief managers on day-one messaging.
- Go-live readiness: Configure payroll so SSP starts day one, and test edge cases for variable hours and absence patterns.
- Post-launch review: Monitor absence trends and employee feedback, then adjust occupational schemes and budgets.
Build a simple change log that tracks which policies and contracts you updated, and when, to demonstrate compliance.
Set a policy change freeze date that gives payroll, HR, and line managers two weeks to train before the go-live.
Who will be eligible under the new rules?
Most employees will continue to qualify for SSP, with proposals aiming to include more low-paid and irregular-hours workers. The goal is easier access and fewer exclusions.
Under current law, employees must meet eligibility criteria like average earnings and employment status GOV.UK. Policy proposals have set out the intent to make sick pay available from day one and remove barriers for lower earners, as outlined in 2024 policy commitments that the government has since endorsed in principle House of Commons Library. The precise legal tests will be confirmed in regulations.
Key eligibility considerations include:
- Employment status: Employees qualify, workers may be included depending on final drafting. Review atypical contracts and casual arrangements.
- Earnings calculations: If the lower earnings limit changes, payroll must recalculate average earnings accordingly.
- Linked absences: Previous sickness within a defined period may link, so start-date logic in payroll needs careful configuration.
Keep your status and earnings checks consistent with UK General Data Protection Regulation (UK GDPR) and record decisions transparently.
Audit your workforce segments now, then flag any groups that rely on variable hours so you can test edge cases before go-live.
How should we update our HR policies and contracts?
You will need to revise your sickness absence policy, employee handbook, and any contractual sick pay terms. Clear, plain English updates build trust and reduce queries.
Move quickly on policy wording once the regulations are set. If you partner with an ethical HR consultancy, you can accelerate drafting and rollout. Our team can help you update policies, employee handbooks, and letters aligned with your values HR Policies & Documents.
Essential elements include:
- Policy summary: One-page overview covering day-one pay, eligibility, and how to report sickness.
- Employee communications: Email templates, intranet posts, and posters that explain the change in friendly language.
- Manager guides: Short scripts for return-to-work meetings and evidence requests after the self-certification period.
Align policy language with ACAS best practice on fair procedures and supportive conversations ACAS. Record any local agreements with representatives if you consult.
Publish an FAQ for staff so frontline managers are not fielding the same questions repeatedly.
What needs to change in payroll and HR systems?
Configure SSP to start from day one, update pay elements, and test calculations for variable hours. Data accuracy prevents pay errors and grievances.
Most payroll software will ship updates close to the legal change. You still need to validate settings for linked absences, part-day sickness, and integration with occupational sick pay. HRIS (HR Information Systems) workflows must trigger day-one entitlement and track evidence dates.
Essential configuration checks include:
- Day-one logic: Ensure SSP starts on the first qualifying day and handles bank holidays and non-working days correctly.
- Occupational top-ups: Map contractual sick pay so it stacks properly with SSP, avoiding overpayments.
- Reporting: Build dashboards for absence rate, duration, and cost so you can spot trends.
UK-specific guidance: Keep personal sickness data compliant with UK GDPR, and maintain clear retention schedules for absence records.
Run a parallel payroll test for one cycle before go-live, and reconcile results to catch errors early.
How do the changes affect our occupational sick pay scheme?
You may need to re-sequence top-ups and review waiting-day rules. Day-one SSP will interact differently with your contractual scheme.
Many employers offer enhanced sick pay for a defined period. Where your scheme assumed three unpaid waiting days, remove that reference and decide whether to maintain any separate qualifying rules. Be transparent with staff about how contractual pay sits alongside statutory pay.
Essential review points include:
- Eligibility alignment: Match your scheme’s definition of sickness and evidence to statutory timing for simplicity.
- Cost modelling: Recalculate the first week of absence where SSP now pays from day one.
- Communication clarity: Update contracts and handbooks so totals and timelines are easy to understand.
If you consult on changes, follow ACAS good practice on informing and consulting employees, especially where contractual terms change ACAS.
Create worked pay examples that show staff exactly what they will receive in week one of absence.
How should managers handle evidence and fit notes?
Keep self-certification for the first 7 calendar days, then request a fit note if the absence continues. Stay supportive and consistent.
The rules on self-certification and fit notes are not expected to change fundamentally with day-one pay. Fit notes can be issued by a wider range of healthcare professionals following 2022 updates, which makes access easier GOV.UK. Your policy should set clear expectations on when to provide evidence and how to submit it.
Essential practices include:
- Self-certification: Provide simple forms and allow digital submission where possible.
- Fit note timing: Request evidence after 7 days, not from day one, to avoid unnecessary GP visits.
- Privacy: Limit medical details collected and store them securely in line with UK GDPR.
Encourage reasonable adjustments where a fit note suggests changes to duties, aligned with Equality Act 2010 obligations.
Train managers on supportive language that encourages a safe return to work without pressure.
What will this cost and how can SMEs and charities budget well?
Expect a small increase in short-term sick pay costs. Good planning, prevention, and early support help offset spend.
Day-one pay will shift some cost to the employer in the first week of absence, especially for minor illnesses. You can manage this with better wellbeing support, clear reporting processes, and early contact. Many ethical employers find that fair policies reduce presenteeism, improve morale, and stabilise productivity.
Cost-smart actions include:
- Absence data: Track patterns and tackle hotspots with targeted wellbeing initiatives.
- Wellbeing focus: Promote flu jabs, flexible working, and workload reviews to reduce avoidable sickness.
- Supplier support: Ask your payroll provider to confirm configuration is included in your licence cost.
Use the Advisory, Conciliation and Arbitration Service free resources on sickness absence management for cost-effective training ACAS.
Build a modest contingency in your 2026 budget to cover the first-year impact, then review after six months.
How can sustainable and ethical organisations lead the way?
Lead with transparency, data, and compassion, then align your approach with recognised standards. This builds trust and strengthens your employer brand.
Values-led employers can anchor sick pay changes to frameworks like B Corp certification, Investors in People, and ISO 30414 on human capital reporting. You can also link your approach to wellbeing and sustainability strategies, alongside guidance from the Carbon Trust and UN Environment Programme. Ethical Consumer and Fairtrade supply chain partners often expect strong people policies as part of social impact.
Standout practices include:
- Clear values: State that day-one sick pay is a fairness commitment, not only a compliance step.
- Open metrics: Report absence and return-to-work support in your sustainability report.
- Supplier influence: Encourage supply chain partners to adopt similar policies as part of ethical procurement.
If you publish sustainability data, explain how fair sick pay supports your social value commitments under procurement frameworks.
Add your updated sickness policy to your ESG (Environmental, Social and Governance framework) or impact report and brief your board.
What should we tell employees and unions now?
Share a simple, positive message that day-one pay is coming, with a clear timeline and next steps. Invite questions early.
Good communication reduces anxiety and rumours. Publish a staff FAQ that explains day-one pay, evidence rules, and how occupational schemes will work. If you recognise a union or staff forum, consult early and agree a joint briefing.
Helpful communication steps include:
- One-page explainer: Plain-language note explaining the change and what employees can expect.
- Manager brief: Short script for team meetings and one-to-ones.
- Feedback loop: Set up a mailbox for questions and publish answers.
Keep your messaging aligned with ACAS guidance on fair and supportive absence management ACAS.
Schedule a 30-minute all-hands briefing one month before go-live, then follow up with a written summary.
How do we manage sickness absence fairly and legally?
Combine supportive conversations with consistent procedures and good records. Fairness protects both people and the organisation.
A values-led, legally sound process includes clear reporting, reasonable adjustments, and proportionate reviews of long-term absence. For complex cases, use trained investigators and maintain confidentiality. If you need external help, our team provides sensitive investigations support. Find our more here. find our more here.
Good-practice components include:
- Consistent process: Apply the same steps for all employees, with reasonable adjustments where needed.
- Return-to-work: Hold a short, supportive meeting after each absence to check fit and offer help.
- Documentation: Keep accurate records of conversations, evidence, and decisions.
Follow ACAS codes and ensure decisions comply with Equality Act 2010 and UK GDPR.
Train managers on difficult conversations and signpost to wellbeing resources.
What’s our 90-day action plan to get ready?
Break preparation into policy, systems, and people. Small, focused tasks create momentum and reduce risk.
A simple plan keeps everyone aligned. Assign an owner for each workstream and report weekly until go-live. If you would like hands-on help, we offer flexible, values-led HR support to manage policy, training, and change HR Services.
Your 90-day plan could include:
- Policy and contracts: Draft updates, consult stakeholders, and publish final documents with clear effective dates.
- Payroll and HRIS (HR Information Systems): Configure day-one rules, test scenarios, and set up monitoring dashboards.
- Training and comms: Brief managers, run a staff Q&A, and publish an evergreen FAQ.
Keep a change audit trail, and schedule a post-implementation review after three months to identify improvements.
Put a 30-minute weekly checkpoint in the diary for HR, payroll, and operations until launch.
Conclusion
Day-one Statutory Sick Pay is a practical step towards fairer work, and it is within reach for every UK employer. By updating policies, configuring payroll, and coaching managers, you can deliver a smooth transition that supports people and protects performance. Ethical, sustainable organisations can go further by embedding day-one pay into social value reporting and supplier standards. If you would like friendly, expert support tailored to your values, explore our services and resources today HR Services and HR Resources Hub.
FREQUENTLY ASKED QUESTIONS
What is changing with Statutory Sick Pay in 2026?
The core change is that Statutory Sick Pay is expected to start from day one of sickness. This removes the current three unpaid waiting days so employees receive support sooner. While the government has set out this direction of travel, final details depend on legislation. Keep an eye on GOV.UK for the commencement date and exact wording. In practice, you will need to update policies, payroll configuration, and manager guidance. Start planning now, then publish a clear staff explainer once the regulations are confirmed.
Why is the UK removing the three-day waiting period for sick pay?
The aim is to improve fairness and reduce hardship for people with short-term illness. Day-one sick pay helps employees recover without financial stress, and it discourages presenteeism that can spread illness at work. Policy commitments in 2024 set the intent to make sick pay available from day one, with ACAS to provide practical guidance when the law is final. Employers that prepare early will manage costs and communication more smoothly while building trust with their teams.
When will day-one Statutory Sick Pay actually start?
The start date is expected in 2026, subject to parliamentary process. That means the change takes legal effect only when regulations commence. To avoid last-minute pressure, prepare policies and payroll in draft now, then set a go-live checklist that you can activate when the government confirms timing. ACAS and the House of Commons Library will publish updates as soon as the law is final, so bookmark those pages and assign a team member to monitor them.
Who will be eligible for the new day-one Statutory Sick Pay?
Most employees who currently qualify should continue to be eligible, with proposals aiming to include more low-paid and irregular-hours workers. The exact tests on earnings and status depend on the final regulations. As a preparation step, audit casual, zero-hours, and seasonal workers to identify edge cases. Then test your payroll rules for average earnings and linked absences. Clear, plain-language guidance for employees will reduce confusion and repetitive questions.
How do I update my sickness policy for day-one SSP?
Start with a simple policy addendum that explains day-one pay, then revise the full policy when the law is confirmed. Your update should cover eligibility, reporting steps, evidence after seven days, and how occupational sick pay interacts with SSP.
Helpful documents include:
- Clear summary: A one-page explainer for all staff
- Manager guide: Talking points for return-to-work meetings
- Staff FAQs: Answers to common questions such as self-certification and fit notes (publishing these together builds confidence and reduces inbox noise).
What changes do I need to make in payroll and HR systems?
You need to configure SSP to start from day one and test calculations for different patterns. Work with your vendor to ensure software updates are applied, then run parallel tests for a pay cycle. Include scenarios for variable hours, part-month starters, and linked absences. Build an absence dashboard so you can track impact and spot trends. Finally, update payslip messaging and manager workflows so everyone understands how the new rules apply from the first day.
How does day-one SSP affect our occupational sick pay scheme?
It changes sequencing and may alter your cost profile in week one of absence. If your scheme assumed three unpaid waiting days, remove that reference and decide whether to keep any separate qualifying criteria. Create worked examples that show staff exactly what they will receive in the first week. If you propose contractual changes, consult in line with ACAS guidance. Clear communications and sample payslips prevent misunderstandings and build trust.
What should managers ask for in terms of evidence and fit notes?
Managers should accept self-certification for the first seven calendar days, then request a fit note if the absence continues. Provide a simple self-certification form and accept digital copies of fit notes. Keep conversations supportive and focused on what the employee can do, not only what they cannot. If a fit note suggests adjustments, consider temporary changes to duties. Respect privacy and store all records securely in line with UK GDPR, sharing only on a need-to-know basis.
How can small businesses manage the cost of day-one sick pay?
The key is to plan for a modest increase and invest in prevention and early support. Start by modelling your first-week absence costs and building a small contingency. Then reduce avoidable sickness with practical steps: – Wellbeing support: Promote flu jabs and flexible work options – Workload balance: Review pinch points and overtime – Early contact: Use check-in calls to plan a safe return Most SMEs find that clear processes and kind communication stabilise absence and morale.
How does this fit with our sustainability and social impact goals?
Fair sick pay is a practical way to strengthen your social value. If you report against B Corp standards, Investors in People, or ISO 30414, explain how day-one pay supports wellbeing and productivity. Ethical Consumer and Fairtrade aligned partners often expect robust people policies in the supply chain. Add absence and return-to-work metrics to your ESG report, and encourage suppliers to adopt similar policies as part of responsible procurement.
What should we tell staff about the change right now?
Share a short, optimistic message that day-one pay is coming, with a clear timeline. Include a one-page explainer, a staff FAQ, and a manager script for team briefings. Invite questions via a dedicated mailbox and publish answers in one place so everyone can find them. Be transparent if any details remain subject to legislation, and commit to a further update once the law is confirmed. Consistent messaging builds trust and reduces anxiety.
Where can I find official guidance on sick pay and absence?
Start with ACAS and GOV.UK for the most reliable and practical advice. ACAS provides step-by-step guidance on sick pay and fair absence management, including templates and training resources. GOV.UK covers the legal rules and how eligibility works in different scenarios. The House of Commons Library briefing gives a clear policy overview and will reflect any legal changes. Bookmark these pages and assign a team member to monitor updates weekly.
Related Resources
Discover hands-on HR support to plan and deliver policy updates, manager training, and change management for day-one Statutory Sick Pay.
Access compliant, plain-English policies, handbooks, and templates that reflect your culture and the new SSP rules.
Explore practical HR calculators, templates, and guides to support policy changes, payroll checks, and manager communication.
Further Reading
Official GOV.UK guidance on Statutory Sick Pay, including eligibility, evidence, and employer responsibilities. Watch this page for legal updates.
Practical ACAS guidance for employers on sick pay, self-certification, fit notes, and fair processes for managing absence.
Non-partisan briefing that explains how SSP works and summarises policy developments. Useful for understanding the context and changes.
GOV.UK overview of reporting sickness, fit notes, and evidence requirements for employees and employers in the UK.
ACAS best practice for informing and consulting employees about changes to policies and contractual terms in your workplace.
Need some help with your organisation?
For reassurance when you’re dealing with a similar situation you can contact us for expert advice on the best way to proceed.
Ethical HR consultancy services
Specialised HR is an award-winning HR consultancy that has been recognised for excellence in the field.
Our services cater to small to medium businesses, not-for-profits and charities throughout the UK.
We offer comprehensive HR support to help organisations effectively address their employee issues.
Our approach is centred around the individual needs of our clients – each organisation is assigned a dedicated HR Consultant.
Our range of employment and human resources services include
- Creating HR documents such as policies and procedures, contracts of employment and offer letters
- Providing access to an employment law helpline
- Employee engagement initiatives
- Employers’ liability insurance
- Assisting with payroll and pensions
- Managing recruitment processes
- Overseeing performance management and appraisal procedures
- Supporting home/remote working
- Resolving employee disputes
- Offering safeguarding workplace investigation services
- Management training and 121 coaching
How Clients Work With Us
Support can be provided on an ad-hoc, pay-as-you-go basis to address real-time needs or through monthly retainers, offering cost-effective solutions. We are transparent with our prices and packages.
Ready to build a calm, consistent, people-first culture that lasts?