What is Seasonal Affective Disorder (SAD) and how are HR departments the fix?

Understanding SAD

Seasonal Affective Disorder (SAD), occasionally referred to as ‘winter depression’, is a mental health condition that typically causes depressive symptoms for a few months a year.

What precisely causes SAD isn’t fully known. More instances of it occur in the winter. This has led to the main theory of its causes being a lack of sunlight or a change in daylight hours.  This can impact our circadian rhythms, reducing sleep quality, vitamin D production and serotonin levels. This can lead to all kinds of symptoms that we’ll dig into a little later.

Note- just because SAD is typically seen as occurring in the winter doesn’t mean it occurs exclusively in those months. SAD can often be more dangerous when it occurs in summer, as it’s more likely to be dismissed out of hand. This is why SAD is a more useful term than winter depression. The critical distinction between SAD and other forms of depression is that it is triggered by the changing of the seasons.

It’s also worth noting that SAD can be confused with the ‘holiday blues’. That’s when the emotional stresses of the festive period get on top of us, causing anxiety or sadness. Removing those stressors will not necessarily prevent SAD.

SAD is not the only cause of poor mental wellbeing at work, but it’s a recurrent issue for many people. Getting support out there is vital if you want to ensure a good employee experience.

Symptoms of SAD

Being a depressive condition, many symptoms of SAD are similar to commonly understood symptoms of depression, including: 

• Low self-esteem 
• Irritability 
• Fatigue 
• Feelings of guilt 
• Difficulty concentrating 
• Physical symptoms without clear causes, such as cramps, headaches and aches 

When SAD occurs in winter you might see the following symptoms: 

• Sleeping too much (Hypersomnia) 
• Overeating 
• Lethargy 
• Finding it difficult to get up in the morning

When SAD occurs in summer it can also cause these symptoms: 

• Irritability 
• Restlessness 
• Anxiety 
• Aggression 

Naturally, all of this can have a negative impact on employee performance and relationships, which is often your first clue that something is wrong. This should be the trigger for a conversation between manager and employee. It’s crucial this is not punitive, the end goal is for the employee to get the support they need to feel mentally safe.

How HR can support employees with SAD

HR professionals can play a crucial role in supporting employees affected by Seasonal Affective Disorder (SAD) by creating a workplace culture that prioritises mental well-being and provides proactive support. Given the increasing awareness of mental health, HR can implement several measures to assist employees in managing the challenges associated with SAD. 

1. Raising Awareness and Educating Employees 

HR can assist in offering training programs for both managers and employees to increase awareness of SAD, its symptoms, and its impact on mental health. This training can focus on identifying early signs of SAD, such as fatigue, irritability, and withdrawal from social interactions, enabling managers to support employees before symptoms worsen. Additionally, HR can promote educational materials, either digitally or in the form of workshops, to help employees recognise how SAD might affect their own mental well-being and encourage self-care practices. 

2. Encouraging Open, Stigma-Free Conversations 

HR can create an open dialogue around mental health by encouraging conversations that reduce the stigma often associated with conditions like SAD. This can be achieved through internal campaigns or regular discussions about mental well-being, ensuring employees feel safe seeking help without fear of judgment. HR can also help promote leadership behaviour that shows vulnerability and openness, helping to normalise the conversation around mental health. 

3. Promoting Mental Health Resources 

HR can raise awareness about available mental health resources, such as the Employee Assistance Program (EAP), which provides confidential counselling and support services. Promoting EAP can help employees access professional help early, reducing the negative impact of SAD. HR can also provide information about any mental health first aiders or peer support networks within the organisation, ensuring employees know who to turn to for support in moments of distress. 

4. Encouraging Healthy Workplace Practices 

Incorporating wellness initiatives, such as encouraging employees to take regular breaks outdoors or organise walking meetings, can support better mental health. HR can advocate for these practices, which are simple but effective ways to combat the isolation and lethargy that often accompany SAD. Outdoor exposure to natural light boosts serotonin levels, which can enhance mood and overall well-being. Additionally, promoting physical activity helps combat the fatigue that often accompanies SAD. 

5. Cultivating a Supportive Work Environment 

HR can foster a supportive environment by ensuring that managers are equipped to have empathetic conversations with employees experiencing SAD. Managers can be trained to create supportive, understanding work environments and offer assistance, whether through flexible work schedules or task management support during peak seasons. Regular check-ins, open communication, and the assurance of confidentiality can also help employees feel supported and cared for during challenging times. 

6. Monitoring Employees Well-Being 

HR can help gather feedback from employees to better understand the impact of SAD within the workplace. Conducting anonymous surveys or feedback sessions can help HR assess the effectiveness of mental health initiatives and identify areas that need improvement. By tracking trends in absenteeism, productivity, or employee engagement during the winter months, HR can implement additional measures to mitigate the effects of SAD. 

Note that for many people, working from home can intensify SAD. With no reason to head outside for the day, they can often wind up reducing their own sunlight exposure. For others, it prevents it – driving to work in the dark and then driving home in the dark can be a particular issue. There is no one-size-fits-all fix. The best approach is to take each employee on a case-by-case basis.

To learn more about supporting employee wellbeing at work, take a look at our mental health guide.

If you are struggling with your mental health and need someone to talk to, please get in touch with the Samaritans by calling them on 116 123. They will be able to provide you with free support, 24/7, 365 days a year.