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working while sick, particularly for hybrid or remote workers.
Legal compliance Ensure compliance with SSP regulations and adjust policies to reflect legislative changes. For instance, from April 2026,
SSP is payable from the first day of absence and capped at 80% of the worker’s weekly earnings or the standard rate, whichever is lower. This is a significant change to the previous eligibility criteria where employees had to serve three waiting days and earn at least the lower earnings limit to be entitled to SSP when absent from work. Additionally, enforcement of SSP will eventually fall under the remit of the Fair Work Agency (FWA), established in April 2026 as part of reforms in the Employment Rights Act 2025. Once in place, the FWA will have the power to issue notices of underpayment requiring employers to pay any amount owed plus a fine of up to 200% of the underpayment. Conclusion
Effective absence management balances organisational needs with employee welfare. By implementing structured policies, maintaining open communication and fostering a culture of support, employers can minimise disruption while promoting a healthy and productive workforce.
Danny Done
Chief Executive Officer, Portfolio Group
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