Blue Monday: An essential guide for employers dealing with mental health issues in the workplace

Paula Squire, partner and head of the employment team in Taunton, provides an essential guide for employers on Blue Monday to assist in the promotion of wellbeing and to meet your legal obligations to support employees experiencing mental health issues, which could lead to claims of discrimination:

No, we are not talking about the song Blue Monday by New Order or the ‘Yo! Sushi’ deal with its claims to chase away the Monday blues! Albeit both would be sure to help lift our spirits. Instead, we are talking about Blue Monday 2025. Blue Monday is actually today, 20 January 2025. It is the name given to the day that is often regarded as the most depressing day of the year. It typically falls on the third Monday in January and can be associated with feelings of sadness, low motivation and low mood.

For your staff, this point in time can signal the return of routine after the festive period combined with cold mornings, being back in the office and the financial strain of a season of excess as credit card bills land on the doormat. All factors that may contribute to the recognition of this turn of phrase in January. However, feeling low isn’t just something that happens on a Monday or a random day in January. ​

For this reason, it is a good time to consider the promotion of mental health awareness in the workplace. To assist your staff through this difficult day and period of time. After all, it is a legal requirement to ensure the health, safety and wellbeing of your employees, and this includes mental health. Added to this is the obligation to ensure adequate support for employees experiencing mental health issues which could ultimately lead to claims of discrimination under the Equality Act 2010 as mental health conditions can qualify as a recognised disability.

So how will you deal with Blue Monday in your place of work?

Let us help you with some practical suggestions to help your business raise awareness, encourage staff to speak with their managers, seek to combat issues and offer practical support:

1. Check in with your Team: Talking is one of the most important ways of tackling a difficult day. Encourage managers to ask your staff how they are and initiate a genuine and open conversation about how they are actually doing. We know the typical response to the “how are you?” question is “I’m fine” or “I’m ok” but take the time to speak to your staff to see how they really are. Talking and sharing feelings can help to create a sense of relief and encourages empathy in the workplace.
2. Combat Isolation: Do schedule regular one-to-one calls or video meetings to create space for open conversations, especially if you are predominately home working. This can help to tackle any feelings of isolation or disconnect from the team.
3. Training: Do consider mental health training for your line managers or all staff. These can help managers look out for changes in behaviour which can be a red flag. Such as missed deadlines, a change in quality of work or reduced communication. These can be signs that someone may be struggling. Get in touch with Paula if you would like to learn more about the sessions we offer.
4. Create a fun event: Whether this is a team lunch out, a local walking group, sports league, charity bake off or food van these are a great way of motivating employees and bringing staff together. Scheduling an event over lunch can encourage your staff to have a dedicated break and time away from their screen with their colleagues while they enjoy the event. It is easy to power through with work without taking breaks, whilst losing sight of essential self-care. With scheduled events and encouragement, you can seek to redress the slip of a healthy work/life balance. Of course, feeling low isn’t just something that happens on Mondays. This is why the ​Mental health charity, the Samaritans are looking to change ‘Blue Monday’ to ‘Brew Monday’. They are offering downloadable resources on their website. This year, employers are encouraged to meet over a cuppa to talk about mental health.
5. Reinforce wellness resources: Recently, we have been assisting our clients in preparing a Wellbeing Handbook or Wellbeing Policy. Whether in this useful format or just by way of updates to staff, do be sure that you let staff know the following:
   • Your organisation’s approach and commitment to wellbeing.
   • Signposting for internal resources and how an employee requests support such as an employee assistance programmes (EAP) or your mental health first aiders.
   • Encourage best working practices including self-care and managing stress at work.
   • Provide tips to help an employee look after their own wellbeing and make time for self-care.
   • Consider reasonable adjustments in the workplace that can be offered to those struggling in terms of roles, duties and working practices.
   • Reiterate flexible working options and the roles and responsibilities of staff and managers alike in support of wellbeing.
   • Directing staff to external mental health resource.

Contact our specialist

There are many benefits for creating a positive work environment today, any other day and all year round. Do get in touch with Paula Squire if you would like more assistance with reviewing your mental health policies..

Posted: 20 January 2025