A proposed change to the way Statutory Sick Pay (SSP) is charged is causing growing concern among UK small business owners. Under current rules, employers are only required to pay SSP from the fourth consecutive day of absence due to illness. However, upcoming reforms suggest that SSP will become payable from the very first day an employee is unable to work. While the intention is to provide greater financial support for employees, this change could place a considerable burden on small businesses, especially those already facing tight margins and limited resources.
Why the change matters
At first glance, paying SSP from day one may not seem like a dramatic shift. But for many smaller employers with limited cash flow, the cumulative cost of covering multiple instances of short-term sickness can add up very quickly. If the three-day waiting period is removed, the frequency and volume of SSP payments will likely increase, meaning that small businesses could see a noticeable rise in payroll costs.
This is particularly challenging for firms in sectors where staff absences are more common, such as hospitality, care, and retail. Unlike larger organisations, small firms often do not have the luxury of a deep bench of staff or the budget flexibility to absorb these extra costs without making adjustments elsewhere.
Wider implications for staffing and operations
One of the unintended consequences of this reform could be a reduction in new hiring. Many small businesses are already cautious when expanding their teams. The prospect of taking on new employees becomes even more daunting if each new hire potentially increases the cost of sickness cover. Some employers may respond by limiting staff hours, hiring fewer people, or relying more on self-employed workers to avoid additional employment liabilities.
Others may look at ways to reduce other overheads to compensate, which could have a knock-on effect on investment in training, marketing, or other areas essential for business growth. This may slow down expansion plans or affect service quality if resources are stretched.
Balancing support and sustainability
The goal of the SSP reform is understandable: to provide better support for workers when they fall ill. Few would argue against the principle of helping people avoid financial hardship due to short-term sickness. However, small businesses are often already operating at or near capacity, and further financial pressure without offsetting support could lead to reduced job opportunities or even force some businesses to scale back operations.
There have been calls for a government rebate or subsidy to help smaller employers manage the cost of this transition. Whether such support will be introduced remains to be seen. In the meantime, businesses are being urged to assess the potential impact on their cash flow and operations.
Revisit business plans
For small and medium-sized businesses with a significant workforce, this proposed change to Statutory Sick Pay is a timely reminder to revisit existing business plans and staffing strategies. An increase in SSP costs, even modest at first, could have a noticeable impact on cash flow, payroll budgeting, and overall financial resilience. Employers should assess whether current plans allow for such additional costs and consider updating forecasts accordingly. If your business may be affected, and you would benefit from support in reviewing your financial position or exploring ways to manage the potential cost increase, please get in touch. Planning ahead now could make all the difference later.