The Employment Rights Bill is set to introduce several significant changes to employment law in the coming years. One of the key proposals is the introduction of Statutory Sick Pay (SSP) as a day-one right for employees, meaning the traditional three waiting days before sick pay begins may no longer apply. While these changes are still progressing through the legislative process, employers should begin preparing now to ensure their systems, policies and management practices are ready. For many organisations, this will require a careful review of how sickness absence is managed across the business.
What Organisations Need to Prepare For
If SSP becomes a day-one entitlement, employers will need to ensure their absence management processes are clear, consistent and well documented.
Key areas to review include:
Robust Sickness Absence Procedures
Organisations should have clear procedures outlining what employees must do when they are unable to attend work due to illness.
This should include:
- how employees report sickness absence
- when managers should be notified
- how absence triggers are monitored
- expectations for communication during periods of absence
Clear procedures help ensure employees understand their responsibilities and allow managers to respond consistently.
Effective Return-to-Work Processes
Return-to-work meetings remain an important part of managing sickness absence.
These discussions help employers:
- confirm employees are fit to return
- identify any ongoing health concerns
- provide appropriate support where necessary
Employers should ensure return-to-work documentation and wellbeing forms are up to date and used consistently.
Correct Certification and Record Keeping
Managers should also understand what certification is required during sickness absence.
For example:
- self-certification for shorter periods of absence
- medical certification from healthcare professionals for longer absences
Accurate record-keeping is essential both for compliance and for identifying patterns of absence that may require further support or intervention.
Payroll Preparedness
Payroll systems must also be ready to administer statutory sick pay correctly.
Organisations should ensure processes are in place so that:
- sickness absence information is communicated to payroll teams
- statutory payments are calculated accurately
- payroll records align with HR absence records
This coordination is critical if sick pay entitlements change under the new legislation.
What This Means for Employers
The move toward day-one sick pay reflects a broader shift toward strengthening employee protections.
For employers, it means that sickness absence management will become even more important.
Without clear procedures and well-trained managers, organisations may face increased costs or inconsistent absence management practices.
Proactively reviewing policies now will help ensure your organisation is prepared when the changes take effect.
Practical Next Steps for Employers
To prepare for potential SSP reforms, employers should consider taking the following steps:
Review contracts and policies – Check whether sickness absence policies and employment contracts reflect current legislation and consider how they may need to be updated.
Review absence management processes – Ensure procedures clearly outline responsibilities for employees, managers and payroll teams.
Audit documentation – Confirm that forms and documentation—such as return-to-work records and wellbeing checks—are up to date.
Train managers – Managers should feel confident handling sickness absence appropriately, including conducting return-to-work discussions and supporting employee wellbeing.
Supporting Managers to Manage Absence Effectively
Managing sickness absence requires both legal knowledge and strong people management skills.
At Nectar HR, we offer tailored HR training designed specifically for managers and team leaders.
Our sessions provide practical guidance and real-life scenarios to help managers confidently handle:
- sickness absence management
- wellbeing conversations
- return-to-work meetings
- employment law compliance
If you would like to learn more or arrange a free taster session, our team would be happy to help.
Looking Ahead
As employment legislation continues to evolve, employers who review their HR practices early will be best positioned to adapt.
From sickness absence management to wider employment law reforms, taking proactive steps now can help organisations reduce risk and maintain positive workplace culture.
At Nectar HR, we continue to monitor legislative developments closely and support organisations in preparing for the future of work.