Since 6 April 2026, Statutory Sick Pay (SSP) is payable from the first day of sickness absence, and every employee qualifies regardless of how much they earn. The Employment Rights Act 2025 removed the three waiting days and the Lower Earnings Limit, and introduced a new rule for lower earners: they receive 80% of their average weekly earnings or the standard weekly rate of £123.25, whichever is lower. For businesses with large part-time, zero-hours or shift-based workforces, such as cleaning, hospitality, retail and airport services, this is one of the most significant cost changes of the year.
This guide explains the new rules, shows worked examples and sets out practical steps for managing absence in shift-based teams.
What changed on 6 April 2026
| Rule | Before 6 April 2026 | From 6 April 2026 |
|---|---|---|
| Waiting days | No SSP for the first 3 qualifying days | SSP from the first qualifying day of sickness |
| Lower Earnings Limit | Employees earning under £125 a week did not qualify | Removed: all employees qualify |
| Amount | Flat weekly rate | £123.25 a week, or 80% of average weekly earnings if that is lower |
| Maximum duration | 28 weeks | 28 weeks (unchanged) |
These changes were part of the first wave of the Employment Rights Act 2025, which received Royal Assent on 18 December 2025. Our Employment Rights Act guide covers the full timeline.
How to calculate SSP now
SSP is paid for qualifying days, which are the days an employee normally works. Where the contract does not set them out, five qualifying days a week is a common assumption. The daily rate is the weekly amount divided by the number of qualifying days.
Worked examples
| Scenario | Calculation | SSP due |
|---|---|---|
| Full-time cleaner earning £500 a week, off 3 days | £123.25 ÷ 5 = £24.65 a day × 3 | £73.95 |
| Part-time worker earning £100 a week, off for a full week | Lower of £123.25 or 80% of £100 | £80.00 |
| Zero-hours worker averaging £140 a week, misses 2 rostered shifts | £24.65 a day × 2 | £49.30 |
Examples based on published payroll guidance, assuming five qualifying days a week. Always use the employee’s actual qualifying days and average weekly earnings over the relevant period.
Why this matters for cleaning, hospitality and airport teams
- More people qualify. Part-time and low-hours staff who previously earned below £125 a week now receive SSP.
- Short absences now cost money. Under the old rules a one or two-day absence usually cost nothing in SSP. Now it is paid from day one.
- Cover still has to be found. On a cleaning contract or an airport shift, the absent worker’s hours still need covering, so the employer pays SSP and the cover.
- Patterns matter. Frequent short absences on certain days become more visible, and more expensive, so good absence management is essential.
Practical steps for employers
- Update payroll and policies. Make sure your payroll software applies day-one SSP and the 80% rule, and update your sickness absence policy and contracts.
- Set out qualifying days clearly. For shift and zero-hours workers, record the days each person was rostered to work.
- Keep reporting rules simple. Require staff to report sickness before the shift starts, by phone, so cover can be arranged.
- Hold return-to-work conversations. A short, supportive conversation after every absence is one of the most effective ways to reduce repeat short-term absence.
- Build a cover pool. Trained relief staff who know the site keep service levels up when someone is ill.
- Look after wellbeing. Fair rotas, realistic workloads and good supervision reduce absence and turnover. Our guide on reducing staff turnover has more ideas.
What it means if you outsource
If you buy cleaning, front of house or retail staff from a contractor, the contractor is the employer and pays SSP. However, the higher cost of absence may be reflected in rates, alongside the National Living Wage rise to £13.21 in April 2027. Ask your supplier how they manage absence and cover, and how quickly they replace a missed shift. See our guide to the National Living Wage 2027 and staffing costs.
Tired of absence leaving shifts uncovered?WWSG provides managed teams with trained relief staff ready to step in.
Frequently Asked Questions
Is SSP paid from day one in 2026?
Yes. Since 6 April 2026, SSP is paid from the first qualifying day of sickness. The three waiting days were abolished.
How much is SSP in 2026?
£123.25 a week, or 80% of the employee’s average weekly earnings if that is lower.
Do part-time workers get SSP now?
Yes. The Lower Earnings Limit was removed, so all employees qualify, whatever they earn.
Do zero-hours workers get SSP?
Zero-hours workers who are employees are entitled to SSP for qualifying days they were due to work.
How long can SSP be paid for?
Up to 28 weeks in a period of incapacity for work.
This article is general guidance, not legal advice. Check GOV.UK or take professional advice for individual cases.