Changes to Sickness absence and Statutory Sick Pay (SSP) for Casual Workers
28 May 2026
Review the updated guidance to ensure sickness absence and SSP are recorded correctly for any casual colleagues you manage
From 6 April 2026, changes to SSP under the Employment Rights Act 2025 mean that some casual workers may now be entitled to SSP, where they were not previously.
What has changed?
- SSP is payable from the first full day of sickness absence (the three day waiting period has been removed);
- The Lower Earnings Limit no longer applies;
- SSP is paid at 80% of average weekly earnings, or the flat SSP weekly rate – whichever is lower.
As a result, some of our casual worker colleagues who did not previously qualify for SSP may now become eligible, depending on their working arrangements and whether they meet the statutory conditions for SSP.
A casual worker may qualify for SSP if all of the following apply:
A manager or appropriate colleague has offered work to the casual worker and they have accepted and agreed to that work.
They were scheduled to work on that day that they were absent for the full day due to sickness
They are engaged as a worker and have already completed some work for the University
What managers need to do
1. Ensure sickness is reported
- Inform casual workers that they must notify you (or appropriate contact/administrator) if they are unable to attend a scheduled shift due to sickness: or
- As soon as reasonably practicable before their normal start time;
- Where this is not possible, within one hour of the planned start time on the first day of absence.
2. Ensure sickness is recorded correctly
- Casual workers must record their sickness absence on MyView
- Managers (or appropriate contact/administrator) should send an authorisation email using the template provided in the guidance.
- Do not record any hours on the timesheet for full days where the worker is absent due to sickness.
Payroll will assess Statutory Sick Pay (SSP) eligibility and entitlement in line with statutory requirements and HMRC guidance.
More Information