Managing Sickness Absence and Changes to Statutory Sick Pay Expected from April 2026

Long-term and short-term sickness figures in the UK. 

Earlier this month, the Chartered Institute of Personnel and Development (CIPD) published its Health and Wellbeing at Work 2025 report, supported by Simplyhealth. The report found that employees in the UK took an overall average of 9.4 days’ sickness absence per year, a significant increase from an overall average of 7.8 days in 2023 when the survey was last carried out and 5.8 days in 2022. 

The main cause of long-term sickness absence in 2025 is mental ill health, with 41% of respondents citing it within their top three causes. In respect of short-term sickness absence, minor illnesses were by far the main reason for such absence (78%), with mental ill health as the second most common reason. 

The report also found that the top three measures to support mental health at work are access to counselling services, phased returns to work and/or other reasonable adjustments and offering an Employee Assistance Programme (EAP). 

Statutory Sick Pay changes. 

Under the upcoming Employment Rights Bill, changes to Statutory Sick Pay (SSP) are expected to be introduced from April 2026 whereby SSP will be paid from the first day of illness instead of the fourth day as at present.  This means that employers are likely to see an increase in sick pay costs and managing sickness absence fairly but effectively will become even more important.  

A comprehensive range of documents are available to help employers prepare for the changes ahead and develop robust absence management processes to effectively manage sickness absence in the workplace.