How to Prepare for Statutory Sick Pay Changes: A Practical Guide for Managers

How to Prepare for Statutory Sick Pay Changes: A Practical Guide for Managers

You may have heard there are changes coming to Statutory Sick Pay (SSP). While most of these reforms aren’t expected to take effect until 2026, now is the perfect time to get ahead and make sure your sickness absence processes are working well.

What’s changing?

Currently, SSP kicks in after three days of sickness. Under the proposed reforms, it will become a day-one right – meaning employees can claim SSP from their very first day off sick.

There are also plans to scrap the lower earnings limit, so lower-paid workers will be able to receive SSP too (either 80% of their earnings or the current flat rate, whichever is lower).

While these changes aim to offer more protection for workers, we know many employers are concerned about how it might affect costs and sickness absence levels. The reality is: sickness happens. What matters is how it’s managed.

So, what can managers do now?

Here are four simple steps to help prepare and manage sickness absence more effectively:

1. Train your managers on sickness absence

Your line managers are your first line of defence. Give them clear, practical training on:

  • How to spot patterns or issues early
  • Having supportive but proactive conversations
  • Managing both short and long-term absence
    Even experienced managers benefit from annual refreshers. It builds confidence and consistency across the business.

2. Hold back-to-work meetings

Every time an employee returns from sickness, managers should check in with them. This isn’t a tick-box exercise — it’s a chance to:

  • Understand the reason for the absence
  • Spot any ongoing concerns
  • Offer support where needed
  • Reiterate absence expectations

It also helps discourage non-genuine absences and shows the business is actively engaged.

3. Use self-certification and doctor’s notes

Employees should complete a self-certification form if they’re off sick for up to 7 calendar days.
If the absence goes beyond 7 days, you should ask for a fit note from their GP.

Having this paperwork in place keeps your records accurate and helps protect you if any issues arise down the line.

4. Encourage open, ongoing dialogue

Sometimes a short check-in is all it takes to understand what’s really going on. Managers should feel confident talking to their teams, and employees should know that it’s safe to speak up if they’re struggling.

Stay ahead of the game

Don’t wait for the SSP reforms to become law before acting. By refreshing your policies now, giving managers the tools they need, and promoting open communication, you’ll be in a stronger position whatever comes next.

Need help reviewing your sickness absence process or delivering manager training?

Click below to speak to Naomi or Caroline — we’re here to make sure your business is ready.

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