With the Statutory Sick Pay (SSP) reforms now in effect from April 2026, many employers are understandably asking the same question:
“Will these changes lead to more sickness absence and what can we do to prevent that?”
But the most effective way to prevent unnecessary absence isn’t to tighten the reins or assume the worst. It’s to build a clear, confident approach to absence management that supports employees while protecting the business. When expectations are understood and processes are consistent, absence becomes manageable rather than disruptive.
Absence has always been part of working life. People get sick, emergencies happen, and sometimes life simply gets in the way. What matters is how organisations respond. A strong absence management framework helps you understand why absence happens, how to support people appropriately, and how to prevent issues from escalating.
A quick recap of the SSP changes
From April 2026:
- SSP is now paid from the first day of sickness
- More employees qualify because the Lower Earnings Limit has been removed
- Payments are based on 80% of average weekly earnings or the flat rate, whichever is lower
These changes don’t automatically lead to higher absence levels. What they do is highlight the importance of having a clear, fair and well‑communicated process in place.
Understanding the different types of absence
Not all absence is the same and treating it as one single issue often leads to frustration on both sides.
Planned absence: Holidays, parental leave, medical appointments and other pre‑approved time off. These are usually straightforward when policies are clear.
Unplanned absence: Short‑notice sickness, injury, bereavement or emergencies. This is where good communication and supportive processes make a real difference.
Unauthorised absence: When an employee doesn’t attend work and doesn’t follow reporting procedures. This needs to be addressed quickly and fairly to prevent repeat issues.
What employers should be focusing on now
A good absence management process doesn’t need to be complicated. What matters is clarity, consistency and communication. Employers should be looking at:
- Updating sickness absence policies so they reflect the new SSP rules
- Making sure employees know how to report absence and who to contact
- Training managers so they feel confident handling conversations and applying the process
- Recording and reviewing absence so trends are easy to spot
- Holding return to work meetings after every absence
- Offering support where needed, such as occupational health or reasonable adjustments
- Considering flexible options for employees with ongoing health issues
- Using disciplinary procedures only when policies are repeatedly ignored
Handled well, absence management supports both the organisation and the individual. It creates fairness, reduces disruption and helps people stay in work safely.
How Altum HR can help
If the SSP changes have left you unsure about your current approach, we can help you strengthen it. Altum HR supports organisations with:
- Policy reviews and updates
- Manager training
- Absence tracking and process design
- Wellbeing and occupational health pathways
- Practical advice on handling complex cases
A clear, confident absence management process is the best way to prevent the very issues employers are worried about. Now is the ideal time to put one in place.
If you’d like support reviewing your absence processes or updating your policies following the SSP changes, Altum HR is here to help. Get in touch and we’ll guide you through the next steps.
