Blue Monday: An opportunity for HR to address mental health in the workplace

Blue Monday, often referred to as the most depressing day of the year, typically falls on the third Monday of January.

While the concept has been criticized as pseudoscience, it has nonetheless gained traction as a day when employees may feel particularly low, due to factors such as cold weather, post-holiday blues, and financial stress.

As HR professionals, acknowledging Blue Monday and using it as a springboard to address mental health in the workplace can be a strategic move that benefits both employees and the organization.

The start of the year can be a challenging time for many employees. The excitement of the holidays has passed, and individuals may be dealing with financial stress from holiday spending or anxiety about the year ahead.

Blue Monday, whether scientifically valid or not, serves as a timely reminder of these challenges. By acknowledging this day, HR can show employees that their mental wellbeing is recognized and valued.

History of ‘Blue Monday’

“Blue Monday” refers to a concept in popular culture which claims that a specific Monday in January (typically the third Monday of the month) is the most depressing day of the year.

This notion was first publicized as part of a 2005 press release from a travel company, which claimed to have calculated the date using an equation. The equation took into account various factors like weather conditions, debt level, time since Christmas, time since failing our New Year’s resolutions, low motivational levels, and the feeling of a need to take action.

However, it’s important to note that the concept of “Blue Monday” is widely considered pseudoscience, with critics pointing out that it lacks any scientific basis. Mental health experts and scientists have debunked the idea, emphasizing that depression is not something that can be calculated in such a simplistic manner, and that it’s misleading to designate any specific day as the most depressing of the year.

Despite its dubious scientific foundation, “Blue Monday” has gained a place in popular culture and is often mentioned in media and advertising, especially as a way to promote products or services that might improve mood or well-being.

Addressing the mood

Addressing Blue Monday can involve a range of initiatives. HR can organize wellbeing check-ins, where managers and leaders prioritize conversations about mental health.

These check-ins can help identify employees who may be struggling and provide them with the necessary support. HR can also promote activities that boost mood and wellbeing, such as physical exercise or social interaction initiatives.

Moreover, acknowledging Blue Monday can set a precedent for the rest of the year. It sends a clear message to employees that their mental health is important and that the organization is committed to supporting them. This can help foster a culture where employees feel comfortable discussing their mental health and seeking help when needed.

However, it’s crucial that the focus on mental health extends beyond just one day. HR should use Blue Monday as a starting point for ongoing mental health initiatives. This could include regular mental health training for managers, providing resources for mental health support, and fostering a culture of openness around mental health.

While Blue Monday may be a PR concept, it presents a valuable opportunity for HR to address mental health in the workplace. By acknowledging this day and using it as a springboard for ongoing mental health initiatives, HR can help create a supportive and understanding work environment where employees feel valued and cared for.

HRD Connect Curators of the New Business Landscape. HRD Connect produces industry-recognized content for senior HR leaders. Through articles, case studies, Q&As, podcasts, events, and more, we offer truly progressive and cutting-edge insights designed to help people leaders address core HR challenges and add greater value to their business.

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