Significant changes to statutory sick pay regulations have officially taken effect across the United Kingdom as of today, April 6, 2026. These transformative measures, introduced through the landmark Employment Rights Act, are projected to benefit up to 9.6 million workers, according to fresh analysis released by the Trades Union Congress (TUC).
Key Changes to Statutory Sick Pay
Under the previous system, employees were required to be ill for more than three consecutive days before becoming eligible for statutory sick pay. This waiting period has now been completely abolished. From today, workers can access sick pay from the very first full day of absence due to illness.
Furthermore, the lower earnings limit that previously disqualified many low-income workers has been removed. Previously, individuals needed to earn an average of at least £125 per week before tax to qualify. This threshold has been eliminated, extending coverage to a much broader segment of the workforce.
Payment Details and Duration
Statutory sick pay is calculated at 80% of an employee's average weekly earnings, with a maximum cap of £123.25 per week, whichever amount is lower. This financial support can be provided for a period of up to 28 weeks. It is important to note that many employers operate enhanced sick pay schemes that offer more generous terms than the statutory minimum.
Enhanced Parental Rights
Alongside the sick pay reforms, the Employment Rights Act introduces strengthened parental rights that also come into force today. Previously, employees needed to complete 26 weeks of service with their employer before becoming eligible for paternity leave. This requirement has been scrapped, allowing new fathers to take paternity leave from their very first day on the job.
Statutory paternity leave in the UK consists of one or two weeks, paid at a weekly rate of £194.32 or 90% of average weekly earnings, whichever is lower. Employers may offer more favorable terms through enhanced company paternity schemes. Additionally, workers can now request unpaid parental leave from their first day of employment.
Union Response and Broader Implications
TUC General Secretary Paul Nowak hailed these changes as a landmark achievement for workers' rights. He emphasized that these reforms address long-standing gaps in the system, particularly affecting low-paid workers and women who previously missed out on sick pay entirely.
Nowak stated, "For too long, low-paid workers – especially women – have missed out on any form of sick pay. Even those who were eligible for statutory sick pay had to wait four days before they could claim it. That left many with no choice but to go into work when ill – risking spreading and prolonging their illness."
The TUC leader called on the government to expedite the implementation of the remaining provisions within the Employment Rights Act, stressing that further change is urgently needed to support workers across the nation.
