GentongBet

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 Reallycausing 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.