SSP changes: what recruiters need to know

This is a guest blog by REC business partner, Ovio

Statutory Sick Pay (SSP) has changed, and recruitment agencies are likely to feel the impact through more worker questions, more short-term sickness queries and greater pressure on payroll processes.

For recruiters, the key issue is not just understanding the new rules. It is making sure workers get clear, consistent answers quickly.

What is SSP?

SSP is the minimum payment an eligible employee can receive when they are too ill to work. It is paid by the employer through payroll, with tax and National Insurance deducted where applicable. GOV.UK confirms eligible employees can receive SSP for up to 28 weeks.

What changed from 6 April 2026?

From 6 April 2026, SSP is payable from the first full day of sickness absence. The Lower Earnings Limit has also been removed, meaning more workers may now qualify.

The calculation has changed too. SSP is now paid at the lower of the statutory weekly rate or 80% of the worker’s average weekly earnings. This is particularly relevant for workers with lower or variable earnings.

How do workers claim SSP?

A worker needs to tell their employer they are sick, follow the correct absence reporting process and provide evidence where required, such as a fit note after seven days.

For agency workers, the practical challenge is often knowing who to tell, what information to provide and when they can expect an answer.

What does this mean for recruiters?

Even when an agency is not responsible for calculating or paying SSP directly, the worker may still contact their consultant first.

Recruiters should be prepared for questions such as: Do I qualify? When does SSP start? How much will I receive? Who do I need to contact?

The goal is not for every consultant to become a sick pay expert. The goal is to make sure workers are directed quickly to the right support.

How Ovio can help

Ovio helps agencies keep the SSP process clear, compliant and consistent. We support workers with reporting sickness, checking eligibility, applying the current rules through payroll and explaining payment amounts clearly.

SSP is only one part of the worker experience, but when someone is unwell, clear answers matter.

Need support with SSP?

Download Ovio’s SSP guide for a simple overview of the changes, or speak to us about payroll, compliance, onboarding and day-to-day contractor support.

Learn more about Ovio