Vento Bands & SSP rates 2026 - What Employers and Employees Need to Know

Employment law is constantly evolving, and even small updates can have a meaningful impact on day-to-day working life. Two updates that are particularly important for both employers and employees are the latest changes to the Vento Bands and Statutory Sick Pay (SSP).

What Are Vento Bands?

Vento bands are guidelines used by Employment Tribunals to calculate compensation for ' injury to feelings' in discrimination claims. If any employee successfully brings a claim for discrimination, the Tribunal can award compensation not just for financial loss but also for the emotional impact of that treatment.

The term comes from the landmark case, Vento v Chief Constable of West Yorkshire Police, which established a structured approach to these awards.

Rather than awarding a random figure, Tribunals consider each claim on its merits and places cases into one of three bands depending on the severity.

Updated Vento Bands – 2026

Vento bands are used by The Employment Tribunals to calculate compensation for injury to feelings in discrimination cases. These rates will apply to cases presented to the Employment Tribunal from 6 April 2026:

Lower band - £1,300 - £12,600: For less serious, one-off cases of discrimination
Middle band - (£12,600 - £37,700): For serious cases that do not merit the highest band
Upper Band -(£37,700 - £62,900): For the most serious cases, such as prolonged harassment
Exceptional cases - Damages can exceed the top of the upper band in serious, exceptional circumstances

For employers, these increases highlight rising financial risk. Discrimination claims are not just about liability, they can now result in significant compensation awards, particularly where issues are ongoing or poorly handled.

For employees, the bands provide transparency and reassurance. They show how the Tribunal value the emotional impact of discrimination and help set expectations when bringing claims.

Updated Statutory Sick Pay ("SSP") Rates- 2026

SSP has increased to £123.25 per week or 80% of the worker's average weekly earnings (whichever is lower) from April 2026. SSP will be payable for 28 weeks with no lower threshold earnings requirement.  As from 6 April 2026 the 3 day waiting period for SSP has been removed, and so is payable from the first full day of sickness. The lower earnings limit has also been removed, making it available to all employees from day one.

In practice, what this means for employers is that even a small increase to SSP can affect overall absence costs, especially in larger workforces. It is important to ensure that payroll systems are updated, and absence management processes remain effective.

For employees, while the increase is welcomed, SSP still provides limited financial support compared to normal wages.

Need Employment Law Advice?

Understanding the essentials, like Vento bands and SSP makes it easier to navigate through employment law. Whether you are managing a team or wanting to understand your own workplace rights,  we can provide the guidance and support you need to navigate employment law with confidence. Please do not hesitate to contact our Employment Law Team or make an enquiry here.