Blue Monday, occurring on 20th January 2020, is often dubbed the year’s most depressing day due to factors like poor weather, debt, and post-Christmas blues.
- Mental health charity Mind disapproves of Blue Monday, viewing it as unscientific.
- Adrian Lewis from Activ Absence sees Blue Monday as a chance to focus on mental health and absenteeism.
- Workplace absenteeism immensely affects the UK economy, with mental health issues being a significant cause.
- Investing in absence management tools can help manage and reduce absenteeism effectively.
Blue Monday, which fell on 20th January 2020, is frequently characterised as the most disheartening day of the calendar year. This label is largely attributed to a combination of adverse weather conditions, financial concerns stemming from Christmas expenditures, and the general malaise that can follow the holiday season.
Despite some dismissing Blue Monday as lacking scientific foundation, expert Adrian Lewis from Activ Absence argues that the day offers a valued opportunity for employers to engage with mental health challenges and absenteeism within their organisations. Lewis asserts that although Blue Monday itself may not have empirical backing, it brings necessary attention to mental health issues, encouraging organisations to delve deeper into the reasons behind employee absences. This, he suggests, could enhance productivity while simultaneously tackling absenteeism, potentially lowering costs.
The financial ramifications of workplace absenteeism are significant. The Centre for Economic and Business Research estimates a staggering £18 billion loss in productivity tied to absenteeism, a figure which ballooned to £21 billion in 2020 and is projected to reach £26 billion by 2030. Mental health problems, particularly, contribute heavily to these statistics, as employees with such conditions are reported to take an average of eight days off, with 44% taking over ten days of leave.
A study by Business in the Community in 2017 revealed that a substantial portion of employees (60%) have encountered mental health issues over the past year due to work, and nearly a third (31%) have received formal diagnoses for conditions, such as depression or anxiety. Lewis highlights the importance of addressing the underlying causes of absenteeism, encouraging employers to recognise long-term patterns rather than focusing solely on individual days, like Blue Monday.
Furthermore, data indicates absenteeism spikes at various times throughout the year, notably on Mondays and following bank holidays. Lewis recommends that organisations adopt transparent recording and monitoring practices to identify troubling trends, thus enabling proactive measures to support employee well-being. He advises the implementation of absence management software as a practical tool that could offer a comprehensive view of staff absences and assist in curtailing them effectively.
Employers must leverage opportunities like Blue Monday to comprehend and mitigate factors contributing to workplace absenteeism, thereby promoting a healthier work environment.
