Recent updates to statutory pay and leave entitlements are set to impact both employers and employees across the UK. Understanding these changes is essential for ensuring compliance, supporting staff effectively and planning ahead.
Statutory Maternity Pay (SMP) and Statutory Adoption Pay (SAP)
The first six weeks of Statutory Maternity Pay (SMP) and Statutory Adoption Pay (SAP) will remain unchanged.
However, for the remaining 33 weeks, the statutory weekly rate will increase to:
➡️ £194.32 per week
or
➡️ 90% of the employee’s average weekly earnings (whichever is lower)
This increase reflects ongoing adjustments to support families during maternity and adoption leave.
Statutory Paternity Pay (SPP), Shared Parental Pay (ShPP) and Parental Bereavement Pay (SPBP)
The statutory weekly rate for the following payments will increase:
- Statutory Paternity Pay (SPP)
- Statutory Shared Parental Pay (ShPP)
- Statutory Parental Bereavement Pay (SPBP)
All will now be paid at:
➡️ £194.32 per week (previously £187.18)
or
➡️ 90% of average weekly earnings (whichever is lower)
Paternity Leave and Parental Leave – Now Day One Rights
A significant change is being introduced to improve access to leave:
✔ Paternity leave will become a “day one right”
✔ Parental leave will also become a “day one right”
This means employees can request these types of leave from the first day of employment, rather than needing to complete 26 weeks of service.
However, it is important to note:
- There are currently no confirmed changes to pay eligibility
- If an employee does not meet the service requirements for statutory pay, the leave may still be unpaid
Additionally:
✔ The restriction preventing paternity leave after shared parental leave will be removed, offering greater flexibility for families.
Statutory Sick Pay (SSP) Changes
From April, important changes will also apply to Statutory Sick Pay (SSP):
- SSP will now be paid from the first day of illness (previously the fourth day)
- The Lower Earnings Limit (LEL) will be removed, meaning minimum earnings thresholds will no longer apply
These changes aim to provide earlier financial support to employees during periods of illness.
What This Means for Employers and Families
These updates represent a shift towards greater flexibility and accessibility for employees, particularly for those balancing work and family responsibilities.
For employers, it is essential to:
- Review internal policies and contracts
- Ensure payroll systems are updated
- Communicate changes clearly to staff
For families, these changes may offer improved access to leave and financial support during key life events.
At Gingham Nanny Agency, we understand the importance of staying informed about employment and childcare-related legislation. Supporting both families and childcare professionals with accurate guidance remains at the heart of what we do.
