Managing the Post-Summer Holiday Blues: Supporting Employees Back to Work and School

While for some, the transition to darker nights, digging out jumpers, and consuming more pumpkin-spiced lattes than is probably wise, is enjoyable, this time can often be tricky for businesses. As the summer holidays wrap up, for employers this time of year can create the perfect storm of burnout, stress and dips in productivity.  

Understanding the challenges your team face is the first step in supporting them. At this time of year, many employees can struggle with: 

• Post-holiday adjustment – let’s face it, returning from a break can be tough. Getting back into your routine in darker, colder weather can be a real challenge. 
• Back-to-school pressures – the shift in morning routines, after-school activities and childcare can add stress for working parents. Even the busier commute time can add pressure.  
• Burnout from catching up – even after time off, the backlog of work can feel overwhelming.  

Here are some of our top tips for employers to proactively tackle these post-holiday challenges.  

Support the post-holiday transition 

Employees returning from annual leave often experience a dip in motivation. Whether that’s because the fun of their time off is over, discovering a backlog of work, or simply just settling back into their routine, these simple steps can help ease the transition: 

• Welcome back conversations: Managers checking in one-to-one can help employees feel valued and provide opportunity to highlight priorities without overwhelming them.  
• Gradual ramp-up: Where possible, allow employees a few days to adjust before hitting peak productivity. Flexibility goes a long way in maintaining morale and productivity.  
• Team catch-ups: Short, structured meetings help everyone get on the same page and reduce the feeling of chaos.  

Recognise back-to-school challenges 

For employees with children, returning to school can add extra stress: 

• Flexible working hours: Where possible, consider offering to adjust start or finish times to accommodate school drop-offs and pick-ups, even if on a temporary basis.  
• Understand workload expectations: Be realistic and clear about deadlines during this transition period. Unexpected projects and tasks, while sometimes unavoidable, can lead to a feeling of increased pressure when transitioning.  

Promote mental health and work-life balance 

Even outside holiday periods, stress and burnout are significant concerns in the workplace. Post-summer, these issues can intensify. Employers should consider: 

• Clear boundaries: Encourage employees to switch off outside working hours and take breaks. Managers leading by example reinforces a healthy culture.  
• Mental health resource: Signpost counselling, Employee Assistance Programmes, or mindfulness initiatives.  
• Recognition and reward: Acknowledge effort during high-pressure periods. Simple gestures such as thank yous, shout outs or small perks, can make a big difference.  

Review and learn 

Finally, use post-summer period to evaluate what worked and what didn’t. Employee surveys, one-to-one feedback, and team reflection can inform policies for the next peak period. Being proactive now reduces burnout risk later.  

Key takeaways 

Managing post-summer blues, isn’t just about keeping productivity on track – it’s about creating a workplace where employees feel supported motivated and resilient. By taking a proactive, inclusive and genuine approach, employers can reduce burnout, boost wellbeing, and set the stage for a strong, sustainable autumn.