Mental Health

The term ‘Blue Monday’ refers to the third Monday in January each year, and is often coined as the most depressing day of the year. Despite the passing of Christmas and the cold weather, there is no real scientific explanation behind the concept and it is ultimately a myth.

However, despite the connotations around ‘Blue Monday’, the concept can be used as a catalyst to encourage meaningful conversations in the workplace surrounding mental health, as an opportunity to boost morale within the workplace, or perhaps both.

Meaningful Conversations Around Mental Health

One of the most impactful ways that employers can use Blue Monday is by opening the door to meaningful conversations in terms of mental health, and reminding employees of resources available to them. Steps toward this may include the following:

• Acknowledge the fact it is ‘Blue Monday’, and use this as a reminder to employees that mental health matters all year round
• Ensure that resources for mental health support are shared with employees. It may be that the organisation has dedicated mental health champions, or offers access to an employee assistance programme or other initiatives. Employees should be made aware of this and contacts for support within the organisation, ensuring the employer is adhering to their duty of care
• Check in with management and ensure that when speaking with their team, including in one to one meetings, that they are not only checking in on workload but also employee wellbeing, and following up on any concerns

By positioning Blue Monday as a prompt for dialogue and a reminder of the support available within the organisation, employers can foster a culture where employees feel comfortable seeking help and sharing concerns.

Boosting Morale and Engagement

Beyond conversations, Blue Monday could be used as an opportunity to inject positivity into the workplace. Employers might consider:

• Small gestures of appreciation – this could include arranging a team breakfast, giving a shout out to members of staff in a meeting, or perhaps bringing some treats into the workplace to show appreciation for the team
• Wellbeing activities – employers could capitalise on the day by scheduling wellbeing or other fun activities. In terms of wellbeing, this could include a team walk at lunchtime, or bringing in someone external to run a mindfulness session. Alternatively, employers could organise fun activities such as a board game session at lunch, or even go so far as to take the opportunity for a team away day to boost both morale and collaboration
• Recognition and appreciation – acknowledging hard work, even in small ways, can lift spirits and reinforce a culture of value

These actions not only counteract the ‘blue’ narrative but also reinforce a sense of belonging and motivation.

Key Takeaways for Employers

Whilst Blue Monday may be framed as a day of gloom, employers can use it as a springboard to encourage meaningful conversations, offer support, and boost enthusiasm in the workplace. In doing so, Blue Monday becomes less about low spirits and more about creating a workplace where employees feel valued and supported, ensuring employers meet their duty of care.

If you have queries or questions in relation to employee mental health, or sickness absence due to mental health, please do not hesitate to contact a member of the AfterAthena team (part of the Napthens Group) who are able to offer 30 minutes of free advice to QCS members.