Employment Hero prescribes a more productive approach to National Sick Day.

The first Monday in February has a bit of a reputation, and like Blue Monday, it’s not good. Widely known as National Sick Day, it is statistically the day when more UK employees are likely to call in sick than any other day.

For business owners and HR professionals, this often becomes a familiar pattern each year; a spike in absence and a lingering suspicion that not everyone is really sick. Because, let’s face it, it’s rarely “just a cold.” Most often, it’s a symptom of burnout, disengagement, and lack of energy (at this time of year, when there’s little sun and the days are still short, that’s not really a surprise, is it?).

What East However, it is surprising how often these warning signs are ignored. Employment Hero’s Work That Works report found that employee wellbeing is the biggest driver of productivity, but days like National Sickie Day UK are still treated as an attendance issue rather than a wellbeing signal.

What if we stopped treating UK National Sick Day as a problem to be managed and started seeing it as a message to be listened to? Instead of monitoring absences or preparing for staff shortages, forward-thinking HR teams can flip the script and use it as a catalyst to promote rest, flexibility and true connection.

Why HR teams should rethink National Sick Day

It’s time to stop playing cat and mouse with absenteeism. Instead of counting empty desks or toughening sickness policies, this is an opportunity for forward-thinking HR professionals to get creative. And National Sickie Day UK is the perfect catalyst for a much-needed revolution in wellbeing.

This revolution begins with understanding employee absenteeism and the reality is that “calling in” is often a survival tactic for employees who are running on empty. Not convinced? We have the numbers to back up this bold claim. In fact, Employment Hero data indicates that burnout is the real driver, with 28% of UK workers admitting to taking at least one sick day when they weren’t physically ill and 17% taking more than one. When asked why, almost half (49%) said they took sick leave because they felt mentally or emotionally exhausted, while 39% said they felt overwhelmed and needed a break.

So this brings us to the bigger question of what is Really causing this professional burnout. According to the data, in 2025, a quarter of employees did not use all the leave allocated to them and 44% felt obliged to continue working during their free time. These statistics are a stark wake-up call. But by rethinking your approach to National Sick Day, you can turn a moment of hidden exhaustion into an open conversation about sustainable work.

Prioritizing well-being isn’t just HR talk; it’s a strategic decision that pays off in terms of morale, productivity and loyalty. When you show your team that you value their health more than their physical presence in a chair, you build trust. And trust is the currency of successful teams. So, by transforming this day from a “skiving” statistic into a promotion of rest, you are not just plugging a leak, you are rebuilding the foundations of your company culture. It’s about creating an environment where people don’t need to fake the flu to get the mental space they need to function.

Strategies to make National Sickie Day UK a wellbeing victory

Clearly, employee wellbeing is an area that could use a little attention (but don’t worry, we’re not asking you to chase stunts). It’s simply about taking proactive steps to show your team that you value them as people, not just as producers.

Forget police absences. Instead, use this day as a launching pad for a culture of true wellness. Here are five strategies to help you get started.

Promote rest and recovery

Burnout plays a big role in National Illness Day. So maybe it’s time for companies to stop waiting for this to happen and reframe the conversation around the need to notice the signs and take time off. National Illness Day in the UK is the perfect time to open this conversation.

Think about it, it’s important for your team to do their best work when they’re at work, but to do that, they also need downtime. So encourage your team to use their time off for proactive rest, not just vacation or physical illness. Introduce the idea of ​​mental health days and make it clear that taking a day to recharge is not only accepted but celebrated. When people know they can take a break without judgment, they don’t need to fake a cold.

Provide practical flexibility for your small team

For SMBs, every team member counts, so while being ultra productive is what we all strive for most of the time, it’s also not sustainable to be at that level every day. HR professionals and business leaders can show they understand their team’s needs by recognizing this.

If the first Monday in February is a low-energy day, lean into it. Where possible, offer flexibility. Flexible working can involve allowing people to work from home or having more flexible hours (like starting late or finishing early). For SMEs, flexibility does not need to be formal or complex: it can be agreed quickly, communicated clearly and tailored to the needs of the business and employees.

This small gesture shows that you trust your team to manage their energy and workload. This is an effective way to take UK National Sick Day from a day of absence to a day of independence and confidence. For small businesses in particular, this type of empowerment can transform National Sick Day UK from a peak of absence into a time that builds loyalty, accountability and team morale.

Organize wellness activities

Turn a day that may seem negative into something positive and find ways to encourage people to come to work. Here are some great ways to do this:

• A virtual mindfulness workshop.
• A yoga session.
• Provide breakfast or lunch.
• Walking meetings.

These activities send a clear message that you care about your team and their well-being. It shifts the focus from illness to wellness and turns a potentially negative day into a positive team-building experience.

Make gratitude a habit

Ironically, recognition might be one of the most underrated factors of well-being and productivity, with the Work That Works report showing that out of 20 productivity factors tested, recognition ranks 19th in importance among business leaders. But don’t underestimate the power of a simple thank you. The report also shows that when employees feel their work is recognized, they are 33% more likely to go “above and beyond” what is expected.

National Illness Day in the UK could be the perfect opportunity to up your gratitude game. This could be as simple as recognizing team accomplishments and celebrating hard work by highlighting daily wins. Whether it’s a quick message in a group chat or a small team reward, regular recognition makes people feel valued… and boosts morale in ways that spreadsheets can’t measure.

Open Conversations About Wellbeing

This is perhaps the most important strategy of all. Use the buzz around National Illness Day in the UK to start an open and honest conversation about stress, burnout and mental health in the workplace.

This matters more than many businesses realize. Research from our Work That Works report shows that although business leaders view employee wellbeing as the nAlthough it is the main driver of productivity, it only comes in sixth on the list of priorities that organizations plan to focus on over the next 12 months.

There is also a clear perception gap. Only 46% of employees give their organization a high rating (8 to 10 out of 10) for the importance it places on well-being at work, compared to 42% among workers aged 55 to 64.

National Illness Day is a timely opportunity to close this gap. Creating a safe space for your team to recognize when they need help not only helps reduce unscheduled absences, but also gives HR professionals and business owners valuable insight into areas where improvement is needed. Conduct a survey, organize a town hall meeting or encourage managers to contact their teams. Building a culture where it is safe to talk about these challenges is the ultimate antidote to “sickness” and a crucial step towards a more productive and resilient workplace.

The best medicine for National Illness Day is a healthier culture

This year, let’s stop dreading the first Monday in February. National Sick Day doesn’t have to be a symbol of low morale and burnout. Instead, it can be an opportunity to do things differently and a chance to treat the cause rather than manage the symptoms.

When a large number of employees feel the need to leave, it’s rarely about work avoidance. It’s a sign that something deeper needs attention. By recognizing this, HR teams and business leaders can transform National Illness Day from an annual headache into a true wellness check-in for their teams.

The challenge for business owners and HR managers is therefore clear in 2026; Will you let National Sick Day become a new epidemic of absenteeism or will you use it as a springboard to a healthier way of working? Because when wellness is taken seriously, fewer people feel the need to get sick…and it’s a workplace trend that needs to be kept contagious.

Would you like to know more about absenteeism management and employee morale? Employment Hero has what you need.

Let’s turn Blue Monday into Blew-through-my-to-do-list Monday. 

The New Year is an opportunity for everyone to turn over a fresh leaf and for businesses to hit the ground running. It’s all really exciting, right? Well… kind of. 

There is one thing getting in the way of the back-to-work buzz and it’s known as Blue Monday at work. The third Monday of January has earned a not-so-fun reputation of being the most depressing day of the year. 

But here’s the thing; it doesn’t have to be that way.

For business owners and HR professionals, Blue Monday is an opportunity to meaningfully support your team. So rather than letting the mid-January gloom take over, use this day as a springboard for connection, motivation and genuine wellbeing. It’s your chance to show your team you’re in their corner and to spark a more positive, people-focused culture that carries through the rest of the year.

Not sure how? Employment Hero, alongside Gill Wetherill, Founder, Full Circle HR has a few suggestions.  Let’s dive in. 

What is Blue Monday?

We’ve all heard of it, but what is Blue Monday? It sounds simple, but before you, as a business owner or HR professional can combat it, you need to understand it. 

So let’s get one thing straight: Blue Monday at work isn’t based on hard science. It was actually created in 2005 as part of a marketing campaign by a UK travel company to sell more holidays. They even came up with a formula to pinpoint the most depressing day of the year, mixing variables like debt, weather and low motivation. Crazy, right?

Regardless of where it came from, the concept struck a chord for a reason. It gives a name to a very real dip in mood that many people experience in mid-January. This is especially true in the UK, where the term “Blue Monday UK” trends every year as short, gloomy days and post-holiday realities set in.

But, what’s really behind the slump? Well, it’s a combination of factors:

• The holiday hangover: The festive season is officially over and your team are realising that it’s time to get back into their normal routine… and back into work mode. 
• Financial strain: December is expensive, but no one thinks about that until January’s bills start coming in. And facing the employee financial strain of December’s splurge can hit you like a freight train. For many employees, this pressure is made even worse by the long gap between being paid in December and receiving their next pay in January. That extended break between pay cycles can leave budgets stretched thin and financial stress at an all-time high.
• Winter blues: In the UK, the lack of sunlight can be a real struggle throughout the winter. Having less sunlight can lead to lower energy levels and for some, contribute to Seasonal Affective Disorder (SAD), a type of depression related to seasonal changes. 
• Broken resolutions: The initial burst of motivation for New Year’s resolutions can start to fall off the wagon and it’s easy to fall back into old habits and feel demotivated. 

But stay with us, it’s not all doom and gloom. And Blue Monday at work isn’t a problem to be ignored. It’s an opportunity, a chance to show your team that you understand the human side of work and to proactively boost morale when they need it most.

Why Blue Monday at work matters

So, a marketing stunt gave a name to a feeling many people already had. But you’re probably wondering how this relates to the work life of your employees. 

The simple answer is because these feelings are rarely left at home. They walk right into the workplace, impacting everything from team morale to your bottom line. And it’s important to remember that Blue Monday isn’t about one person having an off day. It’s a collective dip that can ripple through your entire team. 

As a result, focus, motivation and business results take a hit. Before you know it, Blue Monday at work is causing: 

• Productivity slumps: An employee worried about bills or feeling drained and uninspired isn’t going to do their best work. Engagement drops, deadlines might slip and the overall quality of work can decline.
• Team morale: Negative energy is contagious. One person’s low mood can quickly spread, creating a flat and demotivated atmosphere for everyone. This makes collaboration harder and can strain team relationships.
• Increased absenteeism: When people feel mentally and emotionally drained, they’re more likely to call in sick, leading to an increase in employee absenteeism. But ‘presenteeism’, being physically at work but mentally checked out, is just as costly.

We get it, it isn’t your job as a business owner or HR professional to manage the emotions of your team and it’s easy to brush off this slump as “just a case of the Mondays”. But what if you flipped the script and turned the most depressing day of the year into the happiest working day of the year? 

How to make Blue Monday the happiest day of the year

Blue Monday reminder: It’s okay if your KPI today is Keeping People Inspired.

We’ve said it enough times already, Blue Monday 2026 could be a real downer but let’s focus on using your skills and expertise to turn it into a positive.

It’s not about grand, expensive gestures. It’s about being intentional and showing your people you’re in their corner. Let’s shift the mindset for 2026; Blue Monday isn’t something to get through,  it’s a chance to help your team thrive.

Gill highlights the importance of goal setting to combat the Blue Monday morning slump: 

“On Monday morning identify your 3 main goals for the week – whether they’re big or small, these are the key things that you must make sure you tackle this week – no excuses! Next, put a note in your calendar for Wednesday morning to ‘Review progress against goals’ – this gives you a reminder – Don’t ignore it, take 10 minutes to review and get back on track if needed. Now think about which of those 3 goals feels the hardest one, the one you’re most likely to put off – and tackle it first instead! Then give yourself a little reward by doing something nice for you.”

Here are some other practical ways to transform it into the most positive day of the year.

Kick things off with good energy

The mood of the morning sets the tone for the entire day. But instead of leaning into this, push back against the beginning of the year blues. It’s time to bring the energy. 

Some of our suggestions for setting the tone are: 

• Create a playlist: Lift the mood from the get-go by putting on upbeat music or for remote teams, sharing a link to a playlist. Music is a powerful mood booster, so keep it lively without being distracting. 
• Fuel them up: Everyone loves a freebie…and free food? Even better. So start the day on a high with a team breakfast. Whether it’s pastries, fruit or bacon sandwiches, it’s a great way to bring everyone together.
• Virtual morning boost: Don’t worry, the fun isn’t reserved for in person teams. If you’re remote, kick start the day with a short, energetic video call. Think ice-breakers or games. The goal? Help everyone to start strong, together.

Create moments of genuine connection

When your team members feel low, they often pull back and isolate themselves. The problem is, this only makes things worse. The World Health Organization found that people who are lonely are twice as likely to experience depression, creating a tough cycle to break. None of this is ideal for your team or for your business. 

The positive spin on this, however, is that as a business owner or HR manager, you can disrupt this pattern. How? By creating moments of connection at work. 

Making it easy for genuine conversations and small bursts of fun throughout the day can make a huge difference to your team’s wellbeing. Here are a couple of easy ideas: 

• Schedule a “no work” lunch: Lunch should be a time for your team to reset and return refreshed for the afternoon, it’s also a chance to create moments of connection. Encourage your team to socialise by providing a catered lunch or by giving everyone a voucher for a local spot and insist they take a full hour. The only rule? No talking about work.

Gill’s tip: With the dark nights drawing in, this time of year is more important than ever for leaders to keep their team motivated. Encourage teams to take a lunch break away from their desk to get them refreshed and motivated for the afternoon ahead.

• Organise a fun activity: Mix up the day with something light-hearted, like a quiz with a quirky prize, a board game face-off or even a paper aeroplane challenge. The goal is simple; break the routine, get people laughing and feeling connected. 

Put wellbeing front and centre

Employee wellbeing should always be a consideration, but that doesn’t mean you can’t take advantage of an opportunity to shine a light on it. 

Blue Monday is the perfect excuse to kick off a fresh wellness initiative and show your people you genuinely care—about their mental health, physical energy and everything in between. Here are a few simple ways to weave wellbeing into the day:

• Book in a bite-sized workshop: Bring in a pro for a quick session on mindfulness, stress hacks or managing money. Real, practical skills—not waffle—your team can use long after Blue Monday.
• Get moving: It’s easy to sit in the same position at work all day. But we all know this isn’t healthy. Combat this by setting aside time to get moving. It could be as simple as a lunchtime walk, walking meeting or more structured like a gentle yoga session. Getting the body moving is a powerful way to clear the mind.

Gills tip: Walking 121s are a great way for leaders to catch up with team members, either in person or on the phone. The benefits of getting fresh air, exercise and a break from the screen is priceless and it lets employees know you are invested in their wellbeing.

• Encourage proper breaks: Many people are guilty of not taking a proper break throughout the day. So as a business owner or HR professional, it’s important to lead by example. Actively encourage your team to step away from their desks, get some fresh air and recharge.

Celebrate your people

Shining a light on great work lifts everyone’s spirits. In fact, businesses who rate themselves well for employee recognition are 40% less likely to have retention problems. 

Make Blue Monday the day you go big on recognition. Let your people know they’re valued, seen and their efforts haven’t gone unnoticed. When you celebrate your team, you banish the gloom…. and that’s what we all want, right?

Some simple ways to celebrate your people include: 

• Run a rapid-fire shout-outs session: Take 15 minutes and go around the (virtual) room. Invite everyone to call out a teammate who’s gone the extra mile, made them laugh or made their job easier. These moments of recognition fuel connection and give the whole team a lift.
• Drop a thank-you note: Take the time to jot a quick, personal thank-you to each team member, shouting out a win or effort you’ve noticed. It’s low cost, big impact and lands more than you might think. It’s a small gesture that says, “Hey, I see you”. 

Offer the gift of flexibility

The pressures of January are real. A little breathing room in the form of flexibility shows you understand your team’s needs and that you have their backs. When you hand back some control, you boost morale and prove you trust your people to manage their own day.

A few ways you can support your team through offering flexibility include:

• Allow a late start or early finish: Gift your team an extra hour or two back in their day. It’s a simple gesture that says, “I trust you and I appreciate everything you’re doing.” Offering a bit of breathing room in the form of flexible working can make a big difference.
• Declare a “meeting-free” afternoon: Sometimes what your team needs is a meeting-free afternoon so they can sink their teeth into some deep work. So hit pause on the back-to-backs and give everyone a stretch of uninterrupted, pressure-free time. It’s a chance to reset, get on top of work and feel a little more human again. Sometimes the best gift is just space to breathe.

Blue Monday at work isn’t fixed by a single action, it’s changed by building a culture where people feel supported, connected and genuinely valued. Every action you take sparks bigger change. 

Sure, you’ll brighten a tough day, but the real win? Stronger connections, lasting trust and a team that’s energised and committed long after Blue Monday is over. When you invest in your people’s happiness, you’re setting your business up to thrive all year round.

It’s time to flip the script on Blue Monday at work

Blue Monday doesn’t have to be the gloomiest day on the calendar. While its origins may be a marketing gimmick, the feelings it represents—the post-holiday slump, financial strain and winter blues—are very real for your team. But as a business owner or HR manager, you have the power to change the narrative.

Ignoring this dip in morale is a missed opportunity. Stepping up is your chance to show your team that you see them as people and are invested in their wellbeing. It’s a moment to prove that you’re building a different, better kind of workplace.

By bringing the energy, fostering genuine connection and putting wellbeing front and centre, you can do more than just survive a single day. You can transform it into a launchpad for a more positive, connected and resilient company culture that lasts all year long.

So, let this be the year you don’t just let Blue Monday happen. Use it as a reason to celebrate your people, boost morale and start a conversation about what truly matters. Make it your team’s happiest day of the year and show everyone what a truly great place to work looks like.

Looking to improve your employee experience not just on Blue Monday, but every day? Discover how Employment Hero can help you build a team that thrives, all year round.

After a vote by the Lord House, the protection of the promised day of plowing against the unfair dismissal can now be replaced by a six -month qualification period.

If the Lord Chamber accepts the amendment, the change would mark a huge turnover in the commitment of the work to provide all workers with immediate protection against unfair dismissal.

Change the qualification period

Presented by the Minister of Ghost Affairs and Trade, Lord Sharpe d’Epsom, the proposal was approved by 304 votes to 160.

Although the qualification period would always represent a reduction in the current period of two years, it remains far from the original vision of the work set out in the bill on employment rights.

Sharpe said that this change establishes a more equitable balance and provides employers “space to assess the adequacy while ensuring that poor leak dismissals always have consequences”.

Confused and counterproductive

Sharpe explained his point of view further, commenting that the intention to protect workers was “laudable” but that the current proposed approach to the unfair dismissal is “confused and counterproductive”.

He added that there will always be a risk to hiring, which raises concerns that the bill has hung the challenge and could ultimately disincitate companies to recruit.

It should be noted that when the bill was initially announced, some experts have expressed concerns similar to the protection of the day against unfair dismissal, echoing that unfavorable implications on hiring.

In fact, Dan J. Grace, Director of the Council at Iris Software Group, commented this risk of recruitment in a previous article of the bill on employment rights, declaring: “After the change, employers can express greater caution during hiring and take less risks on candidates who do not have experience and skills but who show potential.”

What are the next steps?

Currently, the bill involves the report phase to the Chamber of Lords.

After the third reading, the changes must be approved by the House of Commons.

The roadmap for the bill on employment rights has only been published recently, the changes in the unfair dismissal which should take place in 2027, On which you can find out more in our recent blog.

Regarding the most recent development, Dan told us: “Although it is not unexpected, we continue to see the fluctuations in the way the bill on employment rights will be implemented and the changes that this will bring to the UK market.

“The message remains clear for me: employers must act and have the good practices in place to ensure that they have no” bad actors “in their workforce.

“Hire the right candidate and have a solid process around probation management.

“If this amendment passes, probation management will be more important than ever and your management team respects the principles of probation management will help reduce risks in your business.”