SMEs Contemplate Workforce Reductions After Autumn Budget

Following the recent Autumn Budget, small and medium-sized enterprises (SMEs) throughout the UK are facing challenges due to proposed amendments to employer National Insurance contributions and the National Living Wage. These changes are creating significant financial pressure on businesses, prompting many to reassess their workforce strategies.

The Global Payroll Association (GPA) highlights that over 25% of SMEs are contemplating workforce reductions to mitigate these increased costs.

Key Budget Changes Impacting Small Businesses

On October 30th, the Labour government unveiled substantial modifications in the Autumn Budget that directly affect operational expenses for businesses. The primary changes include:

1. Increase in Employer National Insurance Contributions: Starting in April 2025, employer Class 1 National Insurance contributions will rise from 13.8% to 15%. This increase is likely to impact payroll costs and challenge businesses in maintaining their current staffing levels.
2. National Living Wage Increase: Also effective in April 2025, the National Living Wage (NLW) will increase by 6.7% to £12.21 per hour for workers over 21. While beneficial for employees, this change adds another financial responsibility for employers, particularly smaller businesses that depend on front-line staff.

The simultaneous implementation of both adjustments raises concerns among SMEs about managing increased payroll expenses while striving for profitability and growth.

Explore More: Payroll Compliance: Where to Start;

Tough Decisions for SMEs: Managing Increased Staffing Costs

To better understand the reactions from SMEs, the GPA conducted a survey among UK small business owners. The survey revealed key insights into their response strategies concerning rising financial pressures:

• Rising Concern Over National Insurance and Wage Hikes: Nearly 29% of SME owners indicated that the increased National Insurance contributions would strain their finances, while 18% specifically cited the mandated wage hike as their primary concern.
• Adjusting Benefits and Salary Policies: In light of these financial strains, over 21% of SME owners expressed a willingness to implement salary sacrifice arrangements—for instance, redirecting employee pension contributions—to mitigate payroll costs. Furthermore, 35% plan to limit pay raises to the new NLW threshold for the coming year.
• Cutting Back on Workforce Expansion and Hiring: A more drastic measure involves hiring freezes and potential job cuts. A notable 42% of SME owners are reconsidering workforce expansion, while 26% may resort to job cuts as a means of coping with the heightened costs resulting from the budget changes.

The Autumn Budget’s Influence on Employment and Business Strategy

The reactions from UK SMEs underscore a challenging landscape for employers navigating heightened costs. Melanie Pizzey, CEO and Founder of the Global Payroll Association, commented on the dual impact of the budget’s provisions:

“Due to immense pressure to fulfill election promises, the Labour government could not directly raise taxes on what they term ‘working people.’ Consequently, they have explored alternative funding methods, including increased National Insurance contributions for employers.”

“The challenge here is that such an increase places additional financial burdens on businesses, which may lead to reduced pay raises or potential job losses for those very workers.”

“Couple this with a rise in the National Living Wage, and suddenly, businesses confront significant cost increases that prompt urgent questions on mitigation strategies.”

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Strategic Adaptations: Leveraging Technology and Efficiency

While downsizing the workforce may be one avenue, Pizzey emphasizes that businesses should also explore alternative cost management strategies. Investing in technology and automation can streamline operations and enhance efficiency, alleviating some of the financial pressures associated with labour costs.

“While personnel costs represent a significant portion of expenditures, businesses can also focus on other strategies to minimize outflows, particularly through technology integrations that enhance process efficiency,” Pizzey explains. “At GPA, we’re witnessing successful applications in payroll departments, and similar improvements are achievable in various business areas.”

From payroll automation to productivity-enhancing software across departments, embracing technology provides SMEs with opportunities to mitigate rising labour costs without drastically reducing their workforce.

Learn More: Reducing Operating Costs: What You Can Do Right Now

Balancing Employee Well-Being and Financial Viability

As the April 2025 deadline looms, numerous SMEs are grappling with balancing employee well-being and financial stability. The ensuing months will likely witness a mix of cost-saving measures—from curtailing discretionary benefits to delaying hiring while optimizing business processes.

The Autumn Budget has undoubtedly introduced a challenging environment for SMEs, necessitating tough decisions that may reshape job markets and employee benefits. However, through astute planning and adaptability, businesses can navigate these complexities and maintain operations amid a demanding financial landscape.