Managing Seasonal Affective Disorder (SAD) in the Workplace

  October 24, 2024

SEB Marketing Team

As the days grow shorter and the temperatures drop, Seasonal Affective Disorder (SAD) becomes a challenge that can impact both in-office and remote employees. HR professionals and managers play a critical role in recognizing and addressing the signs of SAD within their teams, helping to maintain productivity, morale, and overall wellbeing during the fall and winter months. Below are some key strategies to effectively manage SAD and maintain productivity and wellbeing during this season.

Recognizing the Signs of SAD

SAD is a form of depression that typically occurs during the fall and winter months due to reduced exposure to sunlight. SAD can manifest differently in each employee, but HR professionals should be aware of the common symptoms of SAD, which include:

• Persistent low mood or sadness
• Fatigue or low energy
• Difficulty concentrating or staying motivated
• Changes in sleep patterns (either insomnia or oversleeping)
• Increased irritability or anxiety
• Loss of interest in daily activities or hobbies

Understanding these signs will allow managers to identify potential cases of SAD early and offer support to affected employees. HR professionals should train managers to recognize these signs not just in office-based employees but also in those working remotely. Awareness is the first step towards  addressing the issue.

Creating a Supportive Work Environment

To foster a work environment that is mindful of SAD, it’s important to promote flexibility and understanding. In hybrid and remote settings, flexibility is essential in helping employees manage SAD. Consider allowing for:

• Flexible work hours: Shorter daylight hours can disrupt employees’ energy levels. Offering flexible schedules can help employees manage their energy better by aligning work hours with periods when they feel more energized and productive.
• Promote regular breaks: Encourage all employees, especially remote workers who might struggle with boundary setting, to take frequent breaks to recharge. This can include stepping outside for fresh air or simply moving away from the screen.
• Work-from-home options: For those in the office, consider offering remote work which can alleviate stress for those who find commuting in colder, darker months challenging.
• Access to natural light: Encourage employees to sit near windows or take breaks outdoors when possible. Providing light therapy lamps in common areas can also help, as they mimic natural sunlight.

• Leverage technology for connection: For remote employees, feeling isolated can intensify the effects of SAD. Foster connection through virtual coffee breaks, team chats, or wellness check-ins.

Implementing Mental Health Resources

One of the most effective ways to support employees dealing with SAD is to ensure that mental health resources are accessible to all employees, whether onsite or remote:

• Employee Assistance Programs (EAPs): Ensure your EAP offers mental health counseling and resources specifically for managing SAD and other mental health concerns. Be sure to include virtual counseling and mental health resources that remote employees can access from anywhere.
• Workshops and webinars: Hosting sessions on mental health awareness can help normalize the conversation around SAD and equip employees with tools to manage their symptoms. Webinars and workshops on managing mental health, stress, and SAD can be offered virtually to ensure that all employees benefit.
• Access to therapy and counseling: Partner with mental health professionals or offer insurance coverage for therapy and counseling services. Ensure employees know how to access mental health support online, as well, whether through company-sponsored programs or health benefits.

• Scheduling self-care time: Block out time during the day for self-care activities, whether it’s a mindfulness session or a short walk.

Encouraging Physical Activity and Healthy Habits

Physical health and mental wellbeing are closely linked, and physical activity is a proven mood booster. Encourage employees to adopt healthy habits which can significantly reduce the impact of SAD. Some actionable ways to promote physical activity and wellness include:

• On-site or virtual fitness classes: Consider offering yoga, stretching, or meditation classes during lunch breaks. Or create a company-wide or team-based fitness challenge that encourages remote employees to stay active, whether it’s through steps challenges or home workout sessions.

• Group walks or wellness challenges: Organize company-wide or team-based challenges that incentivize physical activity, such as step-count competitions or outdoor walks.

• Healthy snack options: Whether you are able to stock office kitchens with healthy snacks that boost energy and mood, such as fruits, nuts, and whole grains be sure to communicate the value of incorporating healthy, energy-boosting snacks and meals throughout the day.

• Offer fitness stipends: Consider providing stipends for workers to invest in exercise equipment or in-person or online fitness memberships.

• Promote mental health days: Encourage both office and remote employees to take mental health days when they need a break from the demands of work.

Training Managers to Address SAD

It’s critical that managers are trained to recognize the symptoms of SAD in all team members, regardless of where they work. HR professionals should ensure that managers are equipped to support employees experiencing SAD. Training managers in mental health literacy can help them:

• Recognize the symptoms of SAD in their team members and have mental health resources to refer to employees when they need it.
• Approach conversations with empathy and confidentiality – Empathy and understanding are key, especially when employees may feel isolated working remotely.

• Offer accommodations such as flexible work arrangements or adjusted deadlines. Managers should be prepared to make adjustments to workloads or deadlines for employees struggling with SAD, whether they are working in the office or from home.

Fostering Social Connections

During the colder months, employees may feel disconnected and isolated from their teams, especially if they are working remotely. For employees, making an effort to participate in these social activities can help reduce feelings of isolation and create a sense of belonging within the team. HR professionals can encourage social interaction by:

• Hosting virtual or in-person social events: Regular team-building activities, coffee breaks, or casual get-togethers can help reduce feelings of isolation.
• Creating peer support groups: Encourage the formation of small groups where employees can share their experiences and coping strategies.

Promoting Work-Life Balance

Ensuring employees have a healthy balance between their personal and professional lives is key to managing SAD, especially important for remote employees who may find it hard to switch off. Encourage practices such as:

• Taking regular breaks: Employees should step away from their desks and recharge throughout the day.
• Time off and mental health days: Ensure employees feel empowered to take time off when they need it, without fear of negative repercussions.

• Encourage boundary setting: Remote workers should be empowered to set clear boundaries between work and personal life, including designated work hours and unplugging at the end of the day.

By recognizing the signs of Seasonal Affective Disorder (SAD) and implementing thoughtful strategies to address it, HR professionals and managers can create a more supportive work environment during the fall and winter months. This proactive approach not only enhances employee wellbeing but also sustains engagement, morale, and productivity across teams. By integrating organizational support with individual empowerment, HR professionals and employees alike can take meaningful steps to effectively manage the impact of SAD in all work settings, ensuring that teams remain productive, engaged, and mentally healthy throughout this challenging season.