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.

LONDON, APRIL 6, 2025: Looming changes to employers’ National Insurance Contributions (NICs) will hit mid-sized businesses hard, with businesses employing 20 or more people facing annual costs of £8,472, according to new analysis from Employment Hero.

The changes, which come into effect on Sunday April 6, were announced in October’s budget and have sparked concern among the business community.

Analysis by Employment Hero found that while smaller employers may benefit from the extension of Employment Allowance to £10,500, businesses with more than 8-10 employees will face significant additional costs, particularly in higher wage areas like London.

This follows employment trends identified in Employment Hero’s latest SmartMatch jobs report, which uses real-time data from 105,000 employees across UK SMEs. The report showed that employment has contracted by an average of 0.3% each month since the NIC hike was announced in October, including a 0.4% decline in February alone.

Kevin Fitzgerald, UK Managing Director of Employment Hero, commented:

“These NIC changes create a significant burden on growing businesses at exactly the wrong time. Our data clearly shows that employers have been preparing for these cost increases since the announcement by slowing hiring, particularly among younger workers who saw employment fall 1.8% in February alone.”

“While smaller businesses may benefit from the Employment Allowance extension, the cost rises quickly once you exceed the number of employees from 8 to 10. A medium-sized business with 20 or more employees will face more than £8,400 in additional annual costs – money that could otherwise be invested in growth, innovation or higher wages. Larger businesses are looking at almost £18,000 on average.”

“Regional differences are also stark: small businesses in London face costs more quickly due to higher average wages. You shouldn’t be punished for wanting to pay your staff enough to survive in an incredibly expensive city. Elsewhere, large businesses in the Midlands have the highest average costs, at almost £30,000.”

From April 2025, national insurance contributions (NIC) should increase, which implies businesses across the United Kingdom. With a multitude of other increases that should occur alongside national insurance changes, many wonder how to tackle increases without affecting their results.

What is national insurance (ni)?

National insurance contributions are payments by employers, employees and self -employed workers in HM returned and Customs (HMRC). They contribute to certain advantages of the state, including state pensions, Pay of statutory disease (SSP),, Maternity allowance And more.
For employees, NICs are generally deducted automatically from their salary through the Pay Tome you gerne (pay); There are also different contributions classes or depending on the employment status of your employees.

Upcoming national insurance changes for 2025/26

At the end of 2024, the chancellor of the chessboard, Rachel Reeves announced several changes in The fall budget. This came with changes in the minimum wage, personal tax, pensions and more.
Here we are going to dive deep into national insurance changes, which they mean for your business and how you can prepare.

Changes to national employers’ insurance

Currently, employers are starting to pay class 1 national contributions (NIC) for each employee once their profits reach £ 175 per week or £ 9,100 per year. This is the secondary threshold.
From April 6, 2025, the secondary threshold will drop from £ 9,100 to £ 5,000 per year. This change will be in force until April 5, 2028. After that, the government plans to adjust the online threshold with the consumer price index.
In addition to this change in April, employers will also start paying class 1 NICs at a rate of 15%, an increase compared to the current 13.8%.

Changes in the job allowance

The criteria that allow companies to claim a job allowance have also changed. Previously, they had to have a national class 1 insurance liability of less than £ 100,000 during the previous taxation year to apply. This ceiling will no longer apply, which means that a wider range of companies will be eligible to demand a job allowance.
For more information at a glance, get your free copy from our National insurance information sheet.

How will the changes to contributions to nor affect employers?

Financial implications

This increase in nicks has a direct impact on your payroll expenses and the reduction in the threshold means that you will end up paying or on a larger part of your employee.
You may want to revise your budgetary and cash projections as well as to examine your price strategy to compensate for additional expenses.

Potential impact on employment

It may be necessary to explore strategies to optimize your business, in particular:

• Examine staff levels;
• Consider flexible work arrangements;
• And invest in technological and automation tools to improve efficiency.

These increased costs for small businesses can slow or completely stop hiring activities. Make sure your pay is updated to accurately reflect the new rates and contribution thresholds.

Loose competitive advantage

For companies with already narrow margins, being tight even more can cause the cost transmitted to customers. In the end, an impact on the competitiveness of your business for customers and future talents.

Reduction in the opportunity to invest and grow

The increase in costs and a reduction in profits can also lead to limits of your ability to invest capital in areas such as research and development, new equipment or expansion. This could hamper the growth and innovation of your business, which has an impact on your long -term economic perspectives.

How can SMEs prepare for the coming changes of NICs?

When preparing up to come to come, you can do several things as a business.

• Review your financial plans for the coming year – including payroll budgets and precise calculations of Ni on expenses.
• Adjust financial forecasts – Make sure your budget and forecast have taken these changes into account to help you avoid excessive expenses.

• Update cash flow projections – This can help provide a clear image of the evolution of the evolving financial landscape.

• Consider your price – Often, with increases like these, it may be necessary that companies reduce their pricing strategies and assess if an adjustment is necessary to adapt to the impact of changes.

• Update your HR and Payroll software is up to date – Ensure that these modifications are reflected in your HR and payroll system is not only essential to pay your employees correctly, but it is also compulsory to remain in conformity.

Not only that, but employers of April 6, 2025 will be able to claim a maximum of £ 10,500 thanks to the employment allowance. However, it should be noted that the eligibility criteria for this will also change. Previously, you would need to have a national class 1 insurance responsibility of less than £ 100,000 during the previous taxation year in order to qualify. Now this ceiling has been removed, a larger number of companies will be eligible.
Check if your business is eligible today.

Ensure compliance with the hero of employment

Keeping the latest changes in compliance and employment law can be delicate, for an HR professional or a business owner; Especially if you have a limited time and you have to continue to run several plates.
Let us carry the load with regard to compliance changes. The employment operating system (EOS) facilitates the task, automatically applying any legislative modification to your payroll processes. And our expert HR advisory team is on site to help answer your questions of burning conformity.
What are you waiting for? Kiss easier pay today.
Do you want to know more about how you can automate your national insurance calculations? See our Assistance.