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.

As April 2026 approaches, payroll end of year (PYE) pressure is likely setting in.

With tight deadlines and cumbersome administrative processes, it’s no wonder that completing the payroll year is often a difficult task.

What if this year could be different?

To help you minimize the end-of-year 2026 payroll stress, we’ve put together five practical tips.

First tip: understand key dates

When it comes to surviving the end of the pay year, knowing the key dates is half the battle, as missing them can result in penalties.

Here are the most important dates to mark in your calendar and set reminders for:

• April 5: the end of the tax year – all payroll files from the previous year must be finalized by this date
• April 6: the new tax year begins – your payroll software needs to be updated and new tax codes and thresholds applied
• On or before your employees’ payday: send your final Full Payment Submission (FPS) payroll report for the year
• Before April 19: the final legal deadline for submitting the year-end FPS and any Employer Payment Summary (EPS) report for the fiscal year just ended
• Before May 31: the deadline for giving your current employees their P60
• Before July 6: report employee expenses and benefits by submitting forms P11D and P11D(b) if not processed through payroll
• Before July 19: pay class 1A NIC on P11D benefits by post
• Before July 22: pay class 1A NIC on P11D benefits electronically

Add these dates to your calendar, set reminders, or scribble them on a post-it note – whatever works for you, just make sure they stick in mind!

Second tip: format your data

Accurate data forms the basis for a smooth payroll year-end.

Mistakes now become headaches later.

Before processing your final payroll, take the time to review your employee records and your cumulative totals.

Next, determine if there have been any changes in your workforce over the past year, such as:

• New recruits
• The leavers
• Benefit adjustments

If your record keeping has been consistent, this step should be simple.

But if you’re using spreadsheets or juggling data across multiple systems, things can get tricky.

Tips for reviewing your data

If you’re not sure where to start when it comes to reviewing the quality of your data, here are some questions to help guide your data review:

• Do you still have any former employees registered?
• Have all deductions been processed?
• Have all non-salary benefits been included and calculated?

Trick : use HMRC recognized payroll software to streamline your data management: the right system can handle calculations, keep accurate records and ensure compliance, saving you time and reducing the risk of errors.

Tip Three: Submit your final FPS and EPS carefully

Do not rush this step.

Your Final Full Payment Submission (FPS) and Employer Payment Summary (EPS) are critical steps in the PYE process.

These submissions provide HMRC with the latest information for the tax year, so it is essential to get them right the first time.

Errors can be difficult to correct later, so double-check everything before clicking “submit.”

Tip #4: Stay informed of legislative changes

Payroll laws are constantly evolving and staying informed is essential to avoiding penalties and ensuring compliance.

The government website is a reliable resource for legislative updates, but payroll software providers can also make your life easier; for example, vendors, like IRIS, automatically update their systems to reflect the latest changes, helping you stay compliant without manual effort.

Trick : look for webinars from reputable providers, covering key legislative updates and offering practical advice.

Tip Five: Master the Basics

Sometimes the best strategy is to go back to basics.

Make sure you’ve covered these essentials:

• Staff details: Are all employee records accurate and up to date?
• Payment details: have you correctly reported the pay of all employees?
• Final pay cycle: process your last paycheck by April 5, 2026 and check your employees’ cumulative figures
• The leavers: Have you processed leavers to ensure their information is recorded in the correct tax year?
• Additional pay weeks: If you make weekly pay, you may need to make additional pay
• Final submission: Submit your final FPS or EPS to finalize the fiscal year figures
• P60: distribute P60 to all employees

Ready to tackle 2026 end-of-year payroll?

The end of the payroll year doesn’t have to be a source of stress.

With preparation, you can navigate PYE with confidence and ease.

Looking for more advice? Download our Payroll 2026 End of Year Survival Guide for more tips and expert advice.

As April 2026 approaches, the familiar fear of the end of the pay year (PYE) will surely set in for some.

After all, looming reporting deadlines and mountains of administrative tasks can put pressure on even the most experienced payroll professionals.

What if this year could be different?

To help you move forward and approach this PYE with confidence, we’ve put together a list of common pitfalls you’ll want to avoid to keep your processes stress-free.

Disparate data

Accurate data is the foundation for a smooth payroll year-end.

However, keeping control of your data can be tricky, especially since employee information changes frequently.

People move, change bank accounts, tax codes are updated and salaries are adjusted.

If you keep these records in separate systems – or worse, in spreadsheets – the risk of something slipping through the cracks is enormous.

Now, incorrect data doesn’t just mean a headache for you; Data errors can lead to incorrect tax calculations, underpaid staff or even fines for non-compliance – the last thing you need when you’re already busy.

How to improve your payroll data

To format your data, you have two main options.

The first is to take a rigorous and manual approach – this means regularly auditing your payroll data to catch errors before they become problems.

A manual approach can be effective, but it is extremely time-consuming.

The smartest and time-saving route is Integration of payroll and HR softwarecreating a single source of truth.

Why software integration is a game changer

Software integration uses what is called an application programming interface (API).

Think of an API as a digital bridge that allows your systems to exchange information.

For example, with integration, if an employee updates their new address on your HR platform, the API instantly sends that information to your payroll software.

You don’t need to type it twice and you don’t have to worry about typos.

Excessive admin

During the end of the pay year, you may feel like you’re spending all your time on paperwork.

You should carry out a full review of all your payroll records and processes to ensure everything complies with HMRC requirements.

This requires in-depth analysis to ensure compliance.

On top of that, you have a mountain of other tasks:

• Meticulous record keeping for each employee
• Prepare and distribute P60s to all staff members on time
• Ensure all of your finalized payroll data is submitted correctly via Full Payment Submissions (FPS) and Employer Payment Summaries (EPS).

Relying on manual processes for all of this only adds unnecessary pressure and opens the door to costly mistakes.

How Automation Lightens Your Load

Relying on software significantly reduces the risk of errors and saves a lot of time.

Instead of tackling each task manually, software automation can take the weight off your shoulders.

Modern payroll software can handle the heavy lifting, from automatically generating and distributing P60s to ensuring your FPS and EPS submissions are correct and on time.

Tax changes

Tax codes are small but powerful numbers that decide how much tax to withhold from an employee’s paycheck. A concrete understanding is crucial for the end of the payroll year.

Although tax codes may seem simple at first glance, they can change regularly, creating significant headaches for you and your staff.

Why do tax codes change?

An employee’s tax code may be updated due to changes to their personal allowance, changes to company benefits or a direct update from HMRC based on their individual tax situation.

These updates occur as P9 notices from HMRC at any time of the year, requiring businesses to remain vigilant.

Especially, when the new tax year starts on April 6, you need to check out the P9X guide.

Missing this step is a common mistake that can throw your first paycheck of the year into chaos.

How to stay on top of tax changes

One method for staying on top of tax changes is to establish a process that accurately tracks and implements these changes.

Training staff to help them understand their tax codes can be effective and help them spot any discrepancies.

Of course, the easiest way to manage tax changes is to use good payroll software.

The right system can automate these adjustments for you: when HMRC issues new tax codes, the software can apply them automatically, significantly reducing the time you spend on manual updates and minimizing the risk of errors.

The Payroll Year End (PYE) 2026 Survival Guide

Hopefully the above is a starting point for approaching the end of 2026 when it comes to payroll.

Looking for additional support? Our 2026 Payroll Year-End Survival Guide is here to help.

The guide offers tips and advice, covering:

• What is year end payroll?
• Understand the risks
• End of Year Survival Tips for Payroll
• Frequently asked questions
• And more

London, United Kingdom, September 25, 2025: Iris Software Group (IRIS) has been appointed as one of the best workplace in the United Kingdom in technology for the fifth year executed by Great Place To Work ™, the main authority of the United Kingdom on the culture of the workplace.

Managing its place in the Super Grande category (more than 1,000 employees), Iris was recognized for its commitment to promote an innovative and collaborative work culture and to defend a diversified and inclusive workforce in the technology sector.

Certification is based on an annual and anonymous survey of employees, where colleagues share their comments and experiences around teamwork, leadership, inclusion and growth opportunities at their disposal. Iris proudly offers a variety of initiatives to employees, including affinity groups to support its various communities, its full range of learning and development opportunities such as workshops, leadership training and learning ways, and its commitment to have a significant impact within local communities through charity and durability policies.

Stephanie Kelly, Director of Chief Persons for Iris, said: “This recognition really belongs to our incredible teams who bring excitement and energy to the teams that change the situation every day. Together, we have built very disciplined, focused and effective teams that prove many times. The heart of what we do.

If you want to build your career in technology in an organization that puts you first, visit our quarry page here.

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About the IRIS software group
Iris Software Group is a global supplier of critical mission software and one of the largest private software companies in the United Kingdom. Iris provides software solutions and services for financing, HR and payroll teams, educational organizations and accounting companies that eliminate processes and allow professionals to focus on the work they like. By simplifying, automating and providing information on critical tasks of the daily mission for organizations of all forms and sizes, Iris guarantees that customers can wait with certainty and confidence.

Iris is the largest third -party depositor to the British government. Eighty-three of the 100 main British accounting firms use IRIS software. A workforce from the United Kingdom is paid by Iris Payroll’s offers, and on a global scale, six million employees receive their salary via IRIS software each month. More than 850,000 British employees are managed by IRIS RH Solutions. More than 12,000 British schools and academies use IRIS, with four million parents and tutors using IRIS applications to connect with the school of their children; 300 million messages are delivered between schools and parents each year, and more than £ 15 million transactional payments are treated each month. Iris is certified as an excellent place to work® and recognized as one of the top 50 employers for gender equality in 2023. Iris is also recognized as one of the best workplace for well-being, one of the best workplace in technology and one of the best workplace for women. Follow Iris on Facebook, TwitterInstagram and LinkedIn. More information on its award -winning software solutions can be found here.

Media contact:
Iris software group
Jennifer Peters | Associate director, public relations and communications
News@irisglobal.com

London, United Kingdom – August 12, 2025 – Iris Software Group (IRIS) has been certified as an excellent place to work ™ in India, where its Iris Center of Excellence is based, for the third consecutive year.

Certification comes from an excellent place in Work®, the global authority on the culture of the workplace, following the results of an anonymous survey of employees. This year, 88% of respondents agreed with the declaration “Taking everything into account, I would say that this is an excellent place to work” – against 79% last year, which highlights the interest of IRIS in continuous improvement in the workplace.

The annual survey measures a variety of factors such as experience in the workplace, the well-being of the workplace, commitment initiatives and trust in leadership. Iris has exceptionally obtained well in a number of areas, including:

• Community – The team in India has built a strong sense of community, rooted in confidence and mutual respect, and felt able to find a balance between professional and life
• Collaboration – Managers are accessible and prioritize open and honest communication, allowing teams to share ideas, collaborate freely and feel proud of what they do
• Equitable – colleagues recognize that they are treated fairly and consider Iris as a workplace that embraces individuality and offers chances equal to all employees

Stephanie Kelly, director of the people at Iris, said: “We are delighted to be recognized as an excellent place to work in India – a testimony of the hard work of our teams in our centers of excellence. At Iris, we are determined to build a diverse workplace where everyone really feels belonging to becoming an even better place of work.

Iris is recognized as an excellent place to work ™ in six countries: the United Kingdom, the United States, Canada, Romania, Ireland and India.

Find out how you can be part of an excellent place for the organization certified at work here.

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About the IRIS software group
Founded in 1978, Iris Software Group is a global supplier of software solutions and services hosted by the Cloud to more than 100,000 customers in 135 countries. Iris is a trusted partner for companies, finance, HR and payroll teams, educational organizations and accounting firms of all sizes, providing innovative operational solutions that rationalize complex processes, maintain compliance and unlock growth. By simplifying, automating and providing information on critical daily mission tasks for organizations of all shapes and sizes, Iris guarantees that customers can wait with certainty and confidence. Iris is certified in 2024 super place to work® in the United Kingdom, Ireland, India, Romania, Canada and the United States. Follow Iris on Facebook, TwitterInstagram and LinkedIn. More information on its award -winning software solutions can be found here.

Media contact:
Iris software group
Jennifer Peters | Associate director, public relations and communications
News@irisglobal.com

London, United Kingdom – July 9, 2025 -Iris Software Group (IRIS), one of the world’s main suppliers of accounting, education, HR and payroll management, has been named one of the best workplace in the United Kingdom for well-being 2025 by an excellent workplace®, the global authority on the culture of the workplace, for the fourth consecutive year.

Stephanie Kelly, director of people in chief at Iris Software Group, said: “At a time of global uncertainty, the well-being of the well-being of employees has never been so important. At Iris, this is not a new initiative, it is deeply integrated into our culture. Range of initiatives.

The list recognizes organizations that stimulate employees’ well -being as a fundamental part of their culture – prioritize their physical and mental health and the financial aspects of professional life. The results are motivated by the comments of the employees evaluating their holistic experiences of well-being at work thanks to the fundamental facets of the well-being of employees, in particular: the balance of work and the feeling of realization, satisfaction at work and financial security. This year, Iris’ ranking has gone from number 34 on the list at number 31.

Click here to visit our career page and discover jobs that will help you grow in a dynamic and united organization.

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About the IRIS software group
Founded in 1978, Iris Software Group is a global supplier of software solutions and software services hosted by the Cloud Mission to more than 100,000 customers in 135 countries. Iris is a trusted partner for companies, finance, HR and payroll teams, educational organizations and accounting firms of all sizes, providing innovative operational solutions that rationalize complex processes, maintain compliance and unlock growth. By simplifying, automating and providing information on critical tasks of the daily mission for organizations of all forms and sizes, Iris guarantees that customers can wait with certainty and confidence. Iris is certified in 2024 super place to work® in the United Kingdom, Ireland, India, Romania, Canada and the United States. Follow Iris on Facebook, TwitterInstagram and LinkedIn. More information on its award -winning software solutions can be found here.

Media contact:
Iris software group
Jennifer Peters | Associate director, public relations and communications
News@irisglobal.com

London, February 6, 2025: Employment Hero, the world leader in employment management solutions, has more than doubled its recurring annual income in the United Kingdom (arr) in the past year, while increasing its British workforce by 60%.

The news occurs while the company celebrates the exceeding of 125 million pounds Sterling in Global Ar, an important step which signals a continuation of the rapid growth from which has benefited in recent years.

Employment Hero, the world leader in employment management solutions, has more than doubled its recurring annual income in the United Kingdom (arr) in the past year, while increasing its British workforce by 60%.

The United Kingdom – with its six million SMEs – is the largest growth market for the job hero. Since the beginning of 2024, the company has invested massively in the United Kingdom, the workforce that has increased by 60% in annual shift and should exceed 150 in the coming months. The job activity focused on sales, marketing and technology technology teams, building a product leadership team located in the United Kingdom to resolve employment requirements specific to the United Kingdom.

In the past year, Employment Hero has also seen its 125%United Kingdom round, with more than 25,000 British SMEs now using the company’s all-in-one operating system to support all aspects of Employment, payroll and human resources to recruitment and engagement employees.

Ben Thompson, CEO and co-founder of Employment Hero,, said “Our results show the enormous value that our employment operating system provides to our British customers.

“When small companies in the United Kingdom succeed, there is a huge Knock-On effect for the economy and the rest of the country, and we want to do everything in our power to support small businesses in this trip. We will continue to put the market on the innovation of our employment system for employment in order to simplify the lives of employers, employees and job seekers with products that resolve the challenges of real and daily employment . »»

Kevin Fitzgerald, UK MD with Employment Hero, adds: “There are six million SMEs in the United Kingdom which leads more than 60% of employment and contributing 50% of world GDP. However, many tackle difficult challenges – economic pressures to the evolution of employment laws. Our mission is to make employment management effortlessly, so that business owners can focus on growth. We are delighted to see so many SMEs already use our technology, and while we continue to invest in the British market, we expect this momentum to continue to build. »»

The employment mission is to simplify employment processes so that companies can focus on their objectives, employees can prosper and job seekers can find the right opportunities. Today, more than 300,000 companies managing two million employees use its employment operating system, helping to stimulate job creation for local economies and GDP worldwide.

Later this year, the company will launch jobs of job heroes in the United Kingdom – a job search application fueled by AI which has already quietly built a talent pool of more than 40,000 profiles of candidates In the United Kingdom in beta. Designed to rationalize hiring for SMEs, the application instantly corresponds to job seekers with roles open to the platform, reducing time to hire and stimulating local jobs.

Employment Hero recently expanded its global imprint, acquiring hum, a human resources and payroll company in Canada at the beginning of 2025.

END

Publisher notes

On the job hero

[Employment Hero is the global authority on employment, offering a world-leading Employment Operating System (eOS) that simplifies and optimises every stage of the employment process. Its award-winning platform combines HR, payroll, recruitment, and employee engagement tools with the groundbreaking employment superapp, Employment Hero Jobs, which integrates career management and financial wellbeing. Serving over 300,000 businesses and managing more than 2 million employees worldwide, Employment Hero reduces administrative burdens by up to 80%, enabling organisations to focus on their goals and create more productive, engaged teams. By revolutionising the employment marketplace, Employment Hero is making employment easier, more valuable, and rewarding for everyone. For more information, visit employmenthero.com.]

British media requests

For the job hero

Jess Hale

ukpress@ Employmenthero.com