What changed in April 2026
From 6 April 2026, statutory sick pay (SSP) is paid from the first day of sickness. There are no more unpaid waiting days, and the lower earnings limit has gone, so lower paid employees now qualify too.
SSP is now the lower of £123.25 a week or 80% of the employee's average weekly earnings. It can be paid for up to 28 weeks. Check that your payroll, your absence policy and your contracts all reflect this.
When someone calls in sick
- Follow your absence reporting policy, and make sure everyone knows who to call and by when.
- Start with their wellbeing, not the rota. A kind first call sets the tone for their return.
- Ask how long they expect to be off and whether there's anything urgent to hand over. You don't need a diagnosis.
- Record the dates and the reason given. Health information is sensitive personal data, so keep it confidential and share it only with people who need it.
Self certification and fit notes
Employees can self certify for the first 7 calendar days. From day 8 you can normally ask for a fit note. If the fit note says they "may be fit for work", look at what would help them come back: different duties, shorter hours or a phased return.
The return to work conversation
Hold one after every absence, however short. Keep it private, brief and supportive.
- Welcome them back and ask how they are.
- Check they're fit to work and whether anything at work made things worse.
- Ask if they need any support or adjustments.
- Update them on anything they missed.
- Agree what happens next, and make a short note.
Done well, this conversation is where you spot patterns early and where people feel looked after rather than watched.
Frequent short absences
If a pattern emerges, talk informally first. Ask open questions: is there something going on, at work or at home? Many patterns have an underlying cause such as caring responsibilities, stress or a health condition.
If your policy has absence triggers, use them as a prompt to talk, not an automatic warning. If the absence may be linked to a disability, you have a duty to make reasonable adjustments, which can include adjusting triggers. Treating disability related absence the same as other absence can be discrimination.
Long term absence
- Agree how often you'll keep in touch, and by what method. Too little contact feels like being forgotten. Too much feels like pressure.
- With their consent, get advice from occupational health or their GP about what would help them return.
- Plan a phased return and any reasonable adjustments together.
- Only consider ending employment on ill health grounds as a last resort, after medical advice, a fair process, meetings with the right to be accompanied and a real look at alternatives. Take advice before you start.
What to avoid
- Asking for medical details you don't need.
- Discussing someone's health with the team.
- Assuming someone is "putting it on".
- Holding absence against someone in a way that links to pregnancy, disability or caring responsibilities.
Want your managers confident in these conversations?
The Manager Capability Training walks managers through absence, conduct, performance, flexible working and more, with real scenarios and a certificate at the end.
Common questions
When does statutory sick pay start now?
From 6 April 2026, SSP is paid from the first day of sickness. Waiting days have been removed.
How much is SSP from April 2026?
The lower of £123.25 a week or 80% of the employee's average weekly earnings, for up to 28 weeks.
When can I ask for a fit note?
Employees can self certify for the first 7 calendar days. You can normally ask for a fit note from day 8.
Should I hold a return to work meeting after one day off?
Yes. A short, supportive conversation after every absence helps you spot patterns early and shows people you care.
References: GOV.UK, Statutory Sick Pay; GOV.UK, Sickness absences that start before and end on or after 6 April 2026; GOV.UK, Fit notes; Acas, Managing staff absences; Acas, Reasonable adjustments.