As the weather changes, for some of us, so do our moods. As employers continue to focus on mental health, they may need to adjust their benefits to support these seasonal changes.
Approximately 10 million Americans are affected by seasonal affective disorder, a type of depression brought on by the change of seasons, according to the National Association for Mental Health. However, employers are often the ones that don’t know about ways to provide support.
“It is common for us to see [more employees suffer] during certain times of the year,” says Amy Mosher, director of personnel for Isoluted human resources platform. “And you can certainly see a trend when Millions of employees take time off during the coldest and darkest months of the year.
On average, organizations lose $300 billion a year due to mental health-related issues that affect the workplace, according to the American Institute of Stress. But that may not account for the effects of SAD, which is often misdiagnosed or undertreated, since the symptoms are indistinguishable from long-term mental health conditions.
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Seasonal affective disorders share many, if not all, of the same symptoms of chronic anxiety and depression: lethargy, irritability, loss of interest, mood swings, or sadness. The only difference is that these symptoms are not permanent, they often come and go in the lives of employees. This could make it difficult for an employee to ask for help.
“There are things about how your brain works and produces serotonin that make people [biologically] vulnerable,” says Paula Allen, global leader in total wellness and research at LifeWorks, a technology and human resource services company. “Those who are affected by the change of seasons may need a health professional to help them deal with it. “
Employers need to be aware of changes in habits and moods, especially during times of high stress like the holidays, says Mosher. Spotting these warning signs can give an employer a signal that an employee is going through a tough time.
“The quality of work may drop or employees may need to leave suddenly at different times without notice, especially during a very busy time,” says Mosher. “People can lash out at their co-workers and are less flexible in how they complete their work or how they communicate. You also see a lack of interaction – people walk away and aren’t in chat as much.”
But the biggest problem is that the employees themselves may not recognize these changes or mood swings, or know that they are treatable. Communication on both sides will ensure that employees use the benefits an employer offers.
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“We know that organizations they have such power to educate their employees about things that are important in health and wellness,” Allen says. “It’s helpful to communicate and give people positive next steps, like contacting your EAP or explaining if your EAP has a telemedicine partner. Really help people identify and not just be passive when they’re not in a good place.”
Another actionable difference employers can make during this time of year is to reaffirm their power takeover policy as the weather worsens or the end of daylight saving time approaches, says Mosher. Encouraging employees to take time off as a preventative measure can be a reminder for employees to prioritize their time and wellness.
“Around the September time frame, I actually send an email every year to my employees to say they need to take some time off, so that’s why it’s there,” says Mosher. “But one thing doesn’t always work for everyone.”
While employers may feel like they’re going overboard by suggesting an employee is struggling with SAD, Mosher explains that sometimes hearing it from managers or leaders is best for employees who may have a hard time identifying their own feelings.
“Every time I talk to leaders and they ask me what’s going on with this employee, I’m like, ‘Did you talk to them about it?'” says Mosher. “Have you been honest with them and he’s said, ‘Hey, I’ve noticed a decline in your work. What’s going on? How can I help you?’ Just that conversation, those exact words really go a long way.”
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