Back to the grind: managing post-holiday work stress and mental health

As the summer holidays come to an end, many employees face the daunting task of returning to work.

Moving from holiday mode back to the demands of a stressful job can be challenging but, as this post explains, there are ways for both employers and employees to manage stress effectively and to reduce the impact of returning to work on people’s mental health.

Post-holiday blues

Getting back to work after a holiday – particularly a long one – can evoke a mix of emotions. While some people might feel refreshed and ready to tackle new challenges, others might experience the ‘post-holiday blues’.

Even though we know it’s coming, the reality of shifting from a carefree holiday mindset to a structured work environment can be jarring, leaving us feeling sad, anxious, lacking motivation and being less productive than usual.

Identifying workplace stressors

There are many issues that can negatively impact an employee’s mental health and lead to them becoming stressed.

According to Acas (the Advisory, Conciliation and Arbitration Service) causes of stress at work include:

• too many demands or conflicting demands;
• poor working conditions;
• little control over how and when work is done or over decision making;
• lack of support or encouragement from managers and others at work;
• bullying and conflict at work, particularly if they’re not managed well;
• not having enough training or skills to do a job;
• feeling unclear about roles and responsibilities;
• low trust and not feeling able to speak up about concerns;
• change within the organisation.

Similarly, the NHS identifies seven common causes of stress at work and warns that they ‘may cause work-related stress or issues if not well managed’. The causes it lists are:

• a lack of control of workload;
• high demands on time and energy and lack of clarity about responsibilities;
• fear of redundancy or changes;
• poor line management and lack of support;
• difficult relationships with colleagues;
• bullying or harassment in the workplace; and
• workplace discrimination

The NHS also points out that ‘there is no single cause of stress at work and what may lead to feelings of stress differs from person to person.’

Not surprisingly, these stressors can be particularly pronounced after a holiday, as staff struggle to readjust to their routines and responsibilities.

Globally, an estimated 12 billion working days are lost every year to depression and anxiety at a cost of US$ 1 trillion per year in lost productivity.

World Health Organization

Advice for employers

The stress associated with returning to work can have serious implications for mental health, with employees experiencing anxiety, depression and/or burnout.

Workplace stress is known to be a significant contributor to mental health issues and – according to the World Health Organization – is a leading cause of anxiety and depression worldwide, leading to some 12 billion working days being lost annually.

Employers can help mitigate the impact of workplace stress and support their employees’ mental health during the post-holiday transition using a number of strategies, such as:

• recognising that returning to work after a holiday can be challenging and set a positive tone;
• allowing employees to ease back into their routines with flexible hours or remote work options;
• creating a supportive environment where employees feel comfortable discussing their concerns; and
• offering access to counselling services, stress management workshops and other mental health resources.

Help and advice are available from a number of sources, including the Health & Safety Executive (HSE) whose Working Minds campaign aims to help smaller businesses and their workers tackle the issue of mental health at work.

There are three main reasons that employers should try to prevent work-related stress and to support good mental health, says the HSE: ‘it’s the law, it’s good for business and it’s the right thing to do.’

The Mind website also has information on its Taking care of your staff’s mental health page.

Tips for employees

Getting back to work after a holiday will always be easier if an employer is sympathetic, but staff can also take steps themselves to prioritise their own wellbeing.

Among the suggestions for self-care when returning to work are:

• establishing a routine to ease the transition, so that work-related tasks are gradually reintroduced into your daily schedule;
• practising mindfulness, using techniques such as meditation and deep breathing to help reduce stress and improve focus;
• seeking help from colleagues, friends or mental health professionals for support and guidance; and
• making time for activities that promote relaxation and wellbeing, such as exercise, hobbies and sleep.

If you’re struggling with poor mental health at work, the charity Mind advises trying to figure out what’s causing the problem and also notes that ‘Whether you have a mental health problem or not, your employer has a duty of care to you under health and safety legislation. You have the right to work somewhere safe. This means where any risks to your health are properly assessed and controlled.’

Conclusion

Returning to work after summer holidays can be a challenging experience, but by acknowledging the impact of this transition on mental health and implementing effective strategies, both employers and employees can navigate this period more smoothly.

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Here at MTS Psychological Health, I am passionate about your mental health and emotional wellbeing. Don’t suffer psychological issues in silence: get in touch and discover how I can help you to alleviate a range of anxiety and depression symptoms from mild to severe presentations.

We can discuss the best clinical way to alleviate your suffering, which may be either through a course of psychoanalytic psychotherapy or with EFT (Emotional Freedom Technique / Tapping) and Aromatherapy, so you can enjoy life to the full again.