HR leaders and wellbeing teams need to rethink how they handle summer burnout and the stress around taking paid time off (PTO) by implementing practical strategies
According to Sonder, a platform focused on employee health and wellbeing, aims to make companies more proactive and preventive rather than just reacting when issues pop up.
Sonder noticed a significant drop in stress-related calls to its support platform in December and January, because many employees take time off during Christmas and New Year. But in the summer, even though vacations happen, the same drop in stress related call isn’t there. The reason is, employees aren’t fully unplugging when they take their breaks.
While the Christmas break gives most people a collective pause, summer vacations seem more scattered, making it harder for workers to truly disconnect and recharge. Burnout—described by the World Health Organization (WHO) as chronic exhaustion, feeling detached from work, and being less effective—is a serious issue. In fact, Mental Health UK found that one in five workers had to take time off last year because of mental health issues related to burnout and stress.
To prevent burnout, HR leaders & wellbeing professionals can:
· Make sure time off is staggered to reduce the stress of handing over work.
· Guide employees to really unplug during their summer vacations and ensure the same
· Put policies in place that support mental health, like regular check-ins and flexible schedules.
· Teach employees about the signs of burnout and why taking breaks throughout the year is important.
By doing this, companies can help their employees recharge and reduce stress, which ultimately leads to a healthier and more productive workplace.