Laura Charles, HR Manager at CXCS, explores the upcoming changes to Statutory Sick Pay (SSP) and explains what they could mean for farms and rural businesses.
Farms and rural businesses know that every day counts during peak seasons and busy periods. From April 2026, changes to Statutory Sick Pay (SSP) mean that staff could be eligible for pay from their very first day off sick. While these reforms aim to protect workers, they could also impact your labour costs and how you manage absences. Planning now will help you stay ahead and keep your business running smoothly.
What’s Changing
The main changes mean that SSP will no longer have a three-day waiting period, so workers can claim from day one of illness. More staff will be eligible, including those earning under £123 a week, such as part-time, seasonal, or casual workers. These workers will receive 80% of their wages while off sick. The standard SSP rate will also rise slightly, from £116.75 to £118.75 per week, for up to 28 weeks.
What This Means for Your Business
For most farms and rural businesses, the impact will be similar to other sectors. Employers should expect higher costs because sick pay starts earlier and covers more staff. Short-term absences may increase, particularly among seasonal and casual workers who were previously ineligible. Employers will also need to ensure that payroll, contracts, and absence policies are updated to reflect the new rules.
Farm businesses with employees entitled to Agricultural Sick Pay (ASP) should note that ASP guarantees workers at least the Agricultural Minimum Wage while off sick, which includes any SSP. If ASP applies, both sets of rules must be followed.
Practical Examples
- Farm example: A seasonal harvest team may now have part-time or casual workers eligible for SSP from day one. This could increase labour costs during busy periods if short-term absences rise.
- Rural business example: A local B&B employing weekend staff may see more short absences, as part-time workers can claim SSP immediately. Keeping accurate absence records and updating payroll processes will help manage this.
Steps Employers Should Take
- Review and update contracts and policies to reflect the new SSP rules.
- Keep accurate absence records to manage costs and identify patterns.
- Ensure supervisors and managers are prepared to handle sickness absence fairly and consistently.
- Budget for the changes – particularly if your business relies on seasonal, part-time, or casual staff.
Top Tips for Farmers and Rural Businesses
- Plan ahead for seasonal staff: Know how many workers might be eligible for SSP and factor it into your labour costs.
- Update your payroll and policies: Make sure all contracts, handbooks, and absence procedures reflect the new rules.
- Train managers and supervisors: Give them the tools and confidence to manage absences fairly and consistently.
- Monitor absence trends: Accurate records help you spot patterns early and manage costs effectively.
These reforms are designed to support workers, but they will add costs and responsibilities for employers. Preparing now will help your farm or rural business adapt smoothly when the rules come in from April 2026.
Further Help & Advice
The CXCS HR team is here to help farms and rural businesses navigate the upcoming Statutory Sick Pay changes. We understand the challenges of seasonal, part-time, and casual staffing and can guide you on policies, payroll, and absence management to keep your business running smoothly. Contact us today on 01981 590514 to ensure your business is prepared well before the changes take effect in April 2026.
CXCS are specialists in agricultural compliance with a bespoke range of Health & Safety and Human Resources services to help both agricultural and commercial businesses working safely and efficiently. To find out more about our award-winning services, visit www.cxcs.co.uk