From 6th of April 2026, changes to statutory sick pay (SSP) will significantly increase the cost of sickness absence for UK employers. The removal of the lower earnings threshold, the abolition of the three-day waiting period, and a shift to earnings-based payments are expected to increase employer costs by over £1 billion annually (GOV.UK, 2024).
Employers who act now can reduce absence, improve inclusion, and build resilience by embedding Workplace Needs Assessments (WNAs), training, and audits into their absence strategies. At Thriiver, we help businesses through practical, expert-led support that turns uncertainty into a strategic advantage.
SSP Changes
From April 2026, SSP in the UK will be restructured to:
- Remove the minimum earnings threshold: All employees will qualify for SSP, no matter how much they earn.
- Abolish the three-day waiting period: SSP will start on day one of an absence, not day four.
- Introduce higher, earnings-based payments: SSP will be based on 80% of weekly earnings or the statutory maximum, whichever is lower.
The Hidden Costs of Poor Sickness Management
City & Guilds’ annual Neurodiversity Index found that half of neurodivergent employees have taken time off work due to their neurodivergence, which increased 5% from last year (HR Magazine, 2024). The new rules bring more than just direct cost increases. Employers also risk:
- Increased administrative and payroll complexity.
- Cash flow strain from earlier SSP payments.
- More long-term absences or presenteeism, which would lead to loss of productivity and targets.
- Fines or enforcement action from the Fair Work Agency.
- Legal claims for failure to make reasonable adjustments under the Equality Act (2010)
How Workplace Needs Assessments Can Help
Workplace Needs Assessments (WNAs) are a proactive, evidence-based way to support employees, reduce absence, and stay legally compliant. A WNA focuses on supporting an employee long-term by reducing the impact of health conditions, neurodivergence, and disability at work by providing solutions to overcome challenges in their job role.
Reducing Absence Costs with a WNA
| Risk | How a WNA helps |
| Frequent short absences | Identifies underlying causes like anxiety, burnout, or ADHD and recommends strategies |
| Long-term absence or delayed return | Supports sustainable return to work with phased hours, assistive tech, and/or workplace coaching |
| Presenteeism | Prevents burnout by encouraging early intervention and building confidence |
| Legal non-compliance | Demonstrates structured, expert-led action on reasonable adjustments |
| Low productivity | Aligns tasks with employee strengths, improving engagement, performance, and productivity |
When To Consider a WNA?
A WNA could be considered when:
- An employee discloses a health condition or neurodivergence
- An employee appears to be struggling but has no formal diagnosis or hasn’t disclosed
- There are performance challenges
- Someone is returning after a sickness absence
- The employee changes roles within the company, which could cause worry
Early intervention is the key to reducing absence, avoiding burnout, and staying legally compliant.
How Thriiver Can Help Employers Prepare for SSP Reform
At Thriiver, we understand that responding to legislative change is about more than just compliance, it’s about planning, systems, people, and strategy.
1. Budget for Increased Sick Pay Costs
Thriiver helps by:
- Analysing absence patterns and risk areas
- Recommending cost-effective adjustments to reduce absence and support well-being
- Helping prioritise where to invest in support to identify priority areas to maximise ROI
2. Update HR and Payroll Systems
We support this by:
- Advising on effective tracking and absence monitoring systems
- Helping build workflows that identify when a WNA or adjustment is needed
- Ensuring documentation supports compliance and audit-readiness
3. Train Line Managers or HR to Manage Absence
Thriiver provides:
- Manager and HR training in neuro-inclusion, absence management, and reasonable adjustments
- Coaching to improve return-to-work conversations
- Practical guidance on when and how to refer for a WNA
4. Revisit Absence and Adjustment Policies
We can help you:
- Audit and update absence and inclusion policies to align documentation with the Equality Act (2010) expectations and best practice
- Integrate WNAs into your absence documentation
- Start preparing for an inclusion strategy for 2026 ahead of the change
Low-Cost or Free Adjustments
Some recommended adjustments from a WNA are simple and cost-effective, such as:
- Flexible start times or working patterns
- Clearer task communication and expectations
- Regular structured check-ins
- Quiet areas or adjusting the workstation
These tweaks can be all that is needed to retain talent, reduce sickness absence, and build a culture of trust and productivity.
Conclusion
The SSP reforms arriving in April 2026 are not optional, but your response to them is. Employers who act now, ahead of the change, will be best placed to protect their bottom line, avoid legal risks, and build inclusive, high-performing teams that thrive in a changing world.
Ready to Prepare for SSP Reform?
Whether you need:
- A Workplace Needs Assessment
- Awareness training
- Workplace Strategy Coaching
- A full policy review or audit
- An inclusion strategy to prepare for 2026
Contact us today at hello@thriiver.co.uk
