The festive season is often described as the most wonderful time of the year, but for many individuals, it also brings its fair share of challenges.
According to YouGov, stress, anxiety, loneliness, and depression are the most notable mental health challenges – particularly around the holiday season. Unfortunately, this stress doesn’t just vanish as the new year begins. For employees returning to work, the transition from holiday relaxation to workplace demands can exacerbate feelings of stress and leave many feeling overwhelmed.
To put that into context, the Health and Safety Executive states that stress, depression, and anxiety accounted for 16.4 million working days lost in 2024, making up more than half of all work-related ill health cases. For businesses, this highlights a pressing need to address stress effectively to support their workforce and reduce the risks associated with burnout, absenteeism, and high staff turnover.
Understanding the impact of workplace stress
Stress in the workplace often stems from factors such as excessive workloads, tight deadlines, lack of support, and poor work-life balance. If left unaddressed, stress can lead to a cascade of problems, including:
Burnout: chronic stress can result in physical and emotional exhaustion, leading to disengagement and reduced performance.
Mental health difficulties: prolonged stress increases the risk of anxiety and depression, which are among the leading causes of workplace absenteeism.
Turnover and recruitment costs: employees under persistent stress may seek employment elsewhere, creating additional costs for businesses in recruitment and training.
There are also several factors that contribute to heightened stress levels as employees return to work after the festive period, including financial stress as a result of the cost of Christmas, workload pressures in the form of an inbox full of unread emails, job security concerns, and Seasonal Affective Disorder (SAD) – which can lead to negative moods and energy levels, making the transition back to work even more challenging.
The Mental Health Foundation estimates that workplace stress costs the UK economy £26 billion annually, emphasising the financial and ethical imperative for employers to act.
The role of employers in addressing workplace stress
Employers have a duty of care to their employees and can implement proactive measures to mitigate stress. Below are key strategies businesses can adopt:
Open and clear communication
Being transparent from the get-go allows employees to share concerns without fear of judgement. Regular check-ins provide an opportunity for managers to address individual challenges and offer tailored support. Managers should ensure that workload expectations are achievable, particularly during the post-holiday period.
Providing a clear roadmap for the first weeks back can help employees focus on priorities without feeling overwhelmed. It may be worth using employee feedback surveys to understand stress triggers – with the CIPD reporting that organisations with strong communication channels have higher employee satisfaction rates.
Promote work-life balance
Excessive workloads are a common source of stress. Employers should set realistic expectations and encourage employees to disconnect after working hours. For example, flexibility is no longer a luxury – it’s an expectation. Allowing employees to adjust their hours or work remotely can significantly ease the transition back to work and help create a positive work-life balance.
Workers now have the right to request flexible working arrangements, and companies offering such options report higher employee satisfaction. A growing number of businesses are even experimenting with a four-day workweek or even a nine-day fortnight, giving employees more time to rest and recharge while maintaining productivity levels.
Provide mental health support
Mental health support should be a priority. The mental health charity, Mind, reports that for every £1 spent on mental health interventions, employers see a return of £5 through reduced absenteeism and presenteeism.
Employers should consider providing access to counselling services, mindfulness workshops, or employee assistance programmes (EAPs). These resources give employees tools to manage stress effectively, while regularly highlighting these services ensures that employees know where to turn when they need help.
Encourage regular breaks and physical activity
Physical activity is a proven stress reliever. A study by Public Health England found that physically active employees are 27% less likely to experience depression or anxiety.
Encouraging employees to take regular breaks, stretch, or participate in lunchtime walks can improve mood and concentration. If possible, there’s some value in organising workplace exercise classes or offering gym memberships, which can help employees integrate physical health into their daily routines.
Create a supportive and inclusive culture
A positive workplace culture is essential for reducing stress, and leaders should model empathy and prioritise setting a good standard – ensuring employees feel comfortable voicing their concerns and returning to work after a lengthy period off.
Consider team-building activities or initiatives like ‘wellness days’ to promote camaraderie and create a supportive environment to kickstart 2025 in the right way.
The risks of ignoring stress
Failing to address workplace stress can lead to serious consequences, including:
Increased absenteeism: stress-related absences are a leading cause of lost productivity.
Higher turnover rates: overwhelmed employees are more likely to leave, increasing recruitment costs.
Reputational damage: Employers perceived as unsupportive risk damaging their brand and losing top talent.
With 80% of UK employees admitting they’ve considered leaving a job due to stress, businesses that neglect stress management risk losing their competitive edge.
Supporting employees isn’t just about improving their January, it’s about supporting them throughout the year and the positive loyalty, productivity, and wellbeing impact this will have.
When employees feel supported, they are more likely to stay with their employer, contribute their best work, and advocate for the organisation.
Looking to hire in 2025? Contact one of our specialist recruiters now.
