BLOG
6 ways to support your staff on Blue Monday
Written by Andy Hooke CMIOSH on 6 January 2025
The third Monday in January, often referred to as “Blue Monday”, is widely considered the most depressing day of the year. While the term, coined in 2005 as part of a marketing campaign by Sky Travel, lacks any scientific basis, it highlights the very real challenges many people face during this time of year.
With financial pressures from the festive season, gloomy weather, short daylight hours, and the difficulty of sticking to New Year’s resolutions, it’s no surprise that some of us experience a dip in mood and motivation, both in and out of the workplace.
As an employer, it’s important to recognise the impact these factors can have on your team. Supporting staff, particularly during the bleak winter months, is essential for maintaining morale, fostering a positive work environment, and ensuring that employees feel valued.
Here are six practical steps you can take to support your workforce and prioritise mental wellbeing, not just on Blue Monday, but throughout the year.
First, a reminder of employers' legal obligations
It’s essential to recognise that supporting mental wellbeing in the workplace isn’t just the right thing to do – it’s also a legal responsibility.
Employers have a legal duty under the Health and Safety at Work Act 1974 to ensure the health, safety, and wellbeing of their employees. This includes mental health.
Additionally, failing to provide adequate support for employees experiencing mental health issues could lead to claims of discrimination under the Equality Act 2010, especially if the mental health condition qualifies as a disability.
Do you need support?
Speak to us for an honest, no obligation chat on:
0345 226 8393 Lines are open 9am – 5pm
1. Check in with your team
Encourage managers to check in with their team members, particularly those who may seem quieter or disengaged. A simple, “How are you doing?” can go a long way in showing employees you care.
Check-ins are even more crucial when it comes to your remote workers, as these individuals may feel isolated or disconnected from the team. Schedule regular one-to-one calls or video meetings to create space for open conversations.
Managers should also look out for changes in behaviour – such as missed deadlines, reduced communication, or altered work quality – as potential signs that someone may be struggling.
2. Offer practical support
This may include:
- Providing flexible working arrangements: If possible, offer employees flexibility, especially during darker, colder months when commutes can be tough.
- Signposting to mental health resources: Remind staff about your Employee Assistance Programme (EAP) or other support options. If you don’t have these in place, consider introducing them.
- Organising wellbeing activities: Organise something simple for Blue Monday, like a coffee morning, a wellbeing workshop, or even a lunchtime walk to connect with colleagues and blow off the cobwebs.
3. Encourage self-care
Promoting self-care is an important way to support employees’ mental health, especially during challenging times like Blue Monday. Encourage your team to take proactive steps to look after their wellbeing, and share practical ideas they can easily implement:
- Stay connected: A simple interaction can brighten someone’s day. Encourage employees to reach out to colleagues, friends, or even a neighbour. For example, they could grab a coffee with a colleague during their break or schedule a virtual catch-up if working remotely.
- Get outside: Fresh air and exercise can work wonders for mental health. Suggest taking a walk, even on rainy days, as the benefits of movement and daylight are well worth it.
- Focus on healthy habits: Share reminders about staying hydrated, eating nourishing meals, and taking breaks to recharge. Small steps can have a big impact on mood and energy levels.
- Take time to relax: Encourage activities that bring joy and calm, such as listening to music, taking a bath, or engaging in a favourite hobby.
Lead by example – managers taking a lunch break or discussing their own self-care habits can normalise these practices.
4. Recognise and address workload pressures
The start of the new year often brings a surge in workload as teams return from the holidays and tackle new objectives. This can be overwhelming for employees already feeling the strain of the winter months.
Regularly check in with staff to ensure their responsibilities are manageable and aligned with their capacity. Encourage open communication so employees feel comfortable raising concerns about workload before it becomes unmanageable.
To ease the pressure, consider redistributing tasks, setting realistic deadlines, or providing additional support during busy periods. Taking these steps demonstrates your commitment to employees’ wellbeing and helps reduce the risk of stress and burnout.
5. Review your mental health policies
Take this opportunity to evaluate your workplace mental health policies to ensure they are comprehensive and up to date. Consider whether they clearly define how employees can access support, particularly in times of stress or difficulty.
Make sure your policies include specific guidelines for managers on how to spot early signs of mental health struggles, as well as clear procedures for offering support. Well-defined policies create a strong foundation for a culture of care, making it easier for employees to seek help when needed.
6. Invest in management training
Providing managers and the wider team with the proper training is essential for building a supportive culture in your organisation. This will also help you to implement your policies effectively. Equip them with the skills to identify signs of mental health challenges, start supportive conversations, and offer appropriate support or onward signposting.
Training should also address how to manage sensitive situations, foster a psychologically safe environment for discussing mental health, and understand when to seek external professional support. By investing in training, you ensure that your leaders are well-prepared to support their teams effectively and with confidence.
More than just a day
While the concept of “Blue Monday” may be debated, the challenges it highlights – stress, isolation, and low morale – are very real for many employees. This day serves as a reminder that mental health must be a priority for organisations, not just on one specific day, but year-round.
Employers have a legal duty to protect their employees’ mental wellbeing, and this responsibility extends far beyond Blue Monday. To create a truly supportive workplace, it’s essential to foster a culture where mental health is openly discussed and prioritised.
Taking proactive, sustained steps, including those outlined above, helps ensure employees feel valued, supported, and able to thrive. By embedding these practices into your workplace culture, you can create an environment where mental health is prioritised every day, helping staff navigate even the toughest of times.
Related Content
Need support?
At WorkNest, we’re here to help employers navigate their responsibilities with confidence. Whether you need support managing sensitive mental health situations to avoid claims of discrimination, professionally drafted policies to strengthen your approach, or tailored training to equip managers with essential skills, our team of Employment Law, HR, and Health & Safety specialists can provide expert guidance and support.
To discuss your specific needs and see how we can help, call 0345 226 8393 or request your free consultation using the button below.
