We are aware that the approaching Easter weekend and half-term place a great deal of strain on the hospitality industry, which frequently needs a quick spike of temporary, casual, and zero-hours workers to keep up with demand. Although this flexibility keeps things going, it also makes things more complicated when employees become sick. With significant Statutory Sick Pay (SSP) revisions scheduled for April 6, 2026, those difficulties are only going to get worse.
SSP Eligibility Expands for Casual and Low Earners
The Employment Rights Act 2025 eliminates the Lower Earnings Limit, indicating that SSP will be applicable to all qualifying employees, irrespective of their earnings — a notable change for the hospitality sector, where numerous seasonal workers previously earned below the threshold. This modification is especially significant for teams with fluctuating hours, part-time employees, and those hired for brief durations during school holidays.
SSP Now Starts From Day One
From April 2026, the usual three waiting days will be removed. SSP becomes payable from the very first day of sickness absence, which means employers are more likely to see an increase in SSP claims during busy periods. This includes situations where employees return on phased hours — any days they do not work due to sickness may still qualify for SSP.
What Line Managers Need to Prepare For
These changes mean a greater number of employees will now qualify for SSP, Including those on short fixed term, casual or seasonal contracts. As half-terms periods rely heavily on flexible staffing, employers should be prepared for:
- Increased SSP cost exposure
- Shorter‑notice absence queries
- A stronger need for clear sickness reporting procedures
- Increased focus on employment status and qualifying days.
Practical Steps for HR & Managers
- Review all fixed‑term and casual contracts, ensuring clarity on qualifying days and sickness reporting procedures are clearly defined.
- Train managers to accurately assess SSP eligibility for staff with variable working hours.
- Strengthen record‑keeping practices, particularly around calculating average weekly earnings over the previous 8 weeks.
- Plan seasonal budgets with expanded SSP liability in mind.
Please contact our HR Consultants for further information and guidance on 0345 646 0406 or complete our online enquiry form and a member of the team will be in touch.