Benefits to beat seasonal depression to implement now

• What's at Stake: Rising winter disengagement threatens productivity, retention, and operational continuity.
• Supporting Data: 40% report increased winter anxiety; 5% SAD; 60% in-office negatively impacted.
• Forward Look: Prepare for flexible scheduling and light-based interventions becoming standard benefits.
• Source: Bullets generated by AI with editorial review

The winter months are some of the hardest weeks to get through, both personally and professionally — the right mix of mental health benefits and proactive strategies from leaders could help. 

Approximately 5% of U.S. adults experience Seasonal Affective Disorder (SAD), a type of depression linked to seasonal changes and most common in late fall and winter, according to data from the Cleveland Clinic. But the impact extends far beyond formal diagnoses: A recent report from workplace insights platform Resume.ai found that 40% of workers say they feel increased anxiety during the winter months, signaling a deeper need for mental health support than many leaders may realize.

"We're talking about colder, shorter days with less sunlight — it's difficult for employees to want to stay motivated," says Amanda Augustine, career expert at Resume.ai. "It doesn't help that people are coming off of their holiday vacations and PTO, which compounded by the weather is enough to put everybody in a bit of a slump."

Read more: These low-cost benefits help employees de-stress

Employees commuting in and out of the office are among those most affected, according to Augustine. Over 60% of fully in-office employees said their mental state is negatively impacted by going into work during this time of year, which is slightly more than 58.8% of hybrid workers and significantly more than 45% of fully remote workers. This supports the idea that eliminating a commute in bad or unfavorable weather could be the key to protecting employees' mental health. 

"For those who are going in and out of an office, it's dark when they head out in the morning and it's dark when they leave the office," Augustine says. "Staying on top of professional and personal responsibilities is hard when no one wants to be outside."  

While the time change and the transition of the seasons play a significant role in the workforce's potential loss of motivation and engagement, it isn't entirely to blame, according to Augustine. The winter months happen to be when organizations are also dealing with the realities of a new year with new budgets and new goals. For employees, that often translates to new responsibilities and potential burdens. Combined with economic uncertainty and an unreliable job market, employees are struggling to keep their spirits up. 

In an effort to help organizations better equip their workforce to face the harsh winter months, Augustine shared a few benefit strategies and wellness initiatives leaders could lean on to keep workforces healthy and engaged.  

Read more: As mental health costs rise, benefit managers seek new solutions

Increased workplace flexibility

Employers should explore if they can give employees more autonomy over their schedule between the months of November and February. This could mean allowing in-office employees to work from home certain days to avoid the burnout of commuting in the dark. Another option is to offer employees — regardless of how they work — the ability to choose how early they sign in and out of work. Giving employees a few hours of sunlight at the beginning or end of their day could be instrumental in boosting morale. 

"I have seen companies propose Winter Fridays as well as Summer Fridays," she says. "If your company can't commit to four day work-weeks in the winter, try half days on Fridays, even if it's just once or twice a month to help lessen some of that anxiety and give them something to look forward to."

Invest in helpful tools to keep employees' focused

It's normal for organizations to give their workforce stipends to spend on office supplies or wellness needs like gym memberships and nutrition programs — the same approach can be applied to winter-specific needs, Augustine says. For example, there are alarm clocks equipped with lighting settings meant to mimic the rising of the sun. It may seem small, but giving employees the tool to incorporate sunlight back into their routine could keep employees on track.

For companies that may not have the budget to offer a stipend or who need their employees to be in-office during the day, Augustine suggests investing in better overhead lighting indoors.  

Read more: Supporting the human side of the workplace

"We know that sitting under artificial light all day long is not necessarily a beneficial or healthy way to work," she says. "Looking into solutions of that nature for employees everywhere can make a big difference." 

Encouraging healthy wellness practices

Whether employees are in-office or at home, Augustine recommends leaders increase their participation in employees' physical and mental health. This means encouraging, or even spearheading, activities like taking midday walks around the office. For those working from home, leaders should check-in periodically and urge employees to log off for 20 to 30 minutes a day to do the same. 

"Regardless of the time of year, getting up and moving and getting away from the screens can do wonders for both your productivity and your mental clarity," she says. "Let them do a loop around the block or go to their local park even if it's just to get a walk in." 

Expand on existing mental health benefits

Most importantly, Augustine suggests leaders take advantage of the winter months to promote any benefits they already offer that could help combat any mental health concerns or downtime. They could recirculate benefit guides and resources that explain what is covered by their EAPs, whether they have mental health platforms at their disposal and in-network therapeutic and psychiatric providers. 

"Sometimes it's less about creating new things and more about taking a closer look at what you already have to offer," Augustine says. "Your people won't always remember the benefit you added three years ago in times of need; this is the time to remind them."