How To Support Employees Navigating Seasonal Affective Disorder (SAD)

Estimated reading time: 7 minutes

When winter’s shorter days and longer nights settle in, many employees may find their moods dimming with the daylight. This isn’t just a case of the “winter blues”—for some, it can be a serious struggle known as Seasonal Affective Disorder (SAD). SAD, a form of depression tied to seasonal patterns, affects 10 million Americans annually, impacting their mood, energy, and motivation.

An illustration of a sad person sitting on the floor, wearing a yellow hoodie, with arms wrapped around their knees. Behind them is a calendar with a mix of sunny and rainy weather symbols, a frowning face, and blue and yellow squares. A figure in a white coat holds a large orange and yellow pill, seemingly offering it to the sad individual. The background is a blue abstract shape.

In the workplace, Seasonal Affective Disorder can negatively affect productivity and engagement. As many organizations jump on the wellness bandwagon, proactively supporting those dealing with SAD shows a deeper commitment to addressing the unique, circumstantial challenges employees face. By moving beyond superficial “well-being washing” and into meaningful action, organizations can champion employees’ holistic health while sustaining optimal performance.

What Is Seasonal Affective Disorder (SAD)?

SAD is a recurring form of depression triggered by seasonal changes (most commonly in fall and winter months). It’s linked to a decrease in natural sunlight, which can disrupt internal body clocks, lower serotonin levels, decrease vitamin D production, and cause mood changes. SAD is a clinical condition marked by significant symptoms that disrupt daily life and productivity, including:

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Persistent low mood

Oversleeping and fatigue

Difficulty concentrating and irritability

Loss of interest in activities that once brought joy

Physical symptoms like weight gain due to increased appetite

While SAD can affect anyone, it is more common in women and those living farther from the equator, where seasonal sunlight variations are more extreme.

The Effects Of SAD On Employees In The Workplace

Beyond disrupting employees’ personal lives, SAD’s ripple effects can harm workplace dynamics. SAD can lead to:

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Decreased productivity: Employees experiencing fatigue, difficulty concentrating, and low motivation may struggle to meet deadlines and maintain their usual output.
Amplified absenteeism: Symptoms like exhaustion and mood changes may lead employees to take more sick days or time off for mental health.
Reduced team morale: Changes in mood and behavior (e.g., irritability, withdrawal) can strain interpersonal relationships and affect team collaboration.
Increased errors: A lack of focus or diminished cognitive sharpness may lead to mistakes that impact overall work quality.
Declined performance: Employees struggling with oversleeping, weight changes, or general lethargy may find it challenging to maintain physical and mental energy levels during the workday.

7 Strategies For Supporting SAD In The Workplace

Effectively supporting employees with Seasonal Affective Disorder requires intentional interventions, including compassionate leadership, environmental modifications, and work flexibility.

1. Train Managers To Identify SAD

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Train managers to recognize performance changes (e.g., missed deadlines, difficulty concentrating) and behavioral changes (e.g., monotone voice, appearing more unkempt than usual) that may indicate SAD. They should also listen for comments that could show a decline in well-being, such as feeling unusually tired or struggling to sleep. Encourage managers to check in with employees as needed, using compassionate conversation starters like, “I’ve noticed you seem a bit off lately; is there anything I can do to support you?”

2. Acknowledge Discomfort And Offer Support

Acknowledging the challenges employees face during darker months builds trust and fosters psychological safety. Managers should openly validate that lower energy and mood shifts are common during this time of year. Statements like, “I know this season can be tough, and it’s okay to feel fatigued or down,” can help normalize these feelings and make employees feel seen.

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While providing advice is often well-intended, it can come across as minimizing the severity of SAD. Instead, focus on listening nonjudgmentally and let employees share what they feel comfortable with. Offer actionable support, such as temporary workload adjustments, flexible deadlines, or mental health days off. This approach reassures employees that their well-being is valued and that the organization is willing to help them navigate this difficult time.

3. Focus On Purpose And Appreciation

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During challenging months, reinforcing a sense of purpose can keep employees engaged and connected to their jobs. Regularly emphasize how their work contributes to team or company goals to reinforce their value within the organization. Celebrate individual achievements, no matter how small. Simple acts of recognition like personalized thank-you notes, verbal shout-outs during meetings, or small tokens of appreciation (e.g., coffee gift card) can make employees feel appreciated and boost motivation.

4. Provide Access To Light Therapy

Light therapy can help counteract the effects of minimized daylight during the darker months. Purchase light boxes certified for treating SAD and place them in shared spaces like break rooms or wellness rooms and create a sign-up system for those who wish to use them in private offices. Include instructions on proper use, such as starting with short sessions in the morning and positioning the box at eye level but not directly in one’s line of sight. For remote teams, offer subsidies for purchasing personal light therapy devices to ensure equitable access for all employees.

5. Embrace Flexible Work Arrangements

An illustration featuring two people interacting with clocks and a calendar. On the left, one person in a red shirt and blue pants is holding a large alarm clock. On the right, another individual in a pink shirt and blue pants is running while holding a small clock. The background includes a calendar, abstract shapes, plants, and clouds, symbolizing time management, scheduling, or deadlines.

Flexible work arrangements allow employees to balance work with activities that boost their mood and energy, such as exercise, quality time with friends and family, or simply resting. Offer flexible scheduling options, such as earlier start and end times, so employees can maximize daylight exposure. Additionally, hybrid and remote work options or compressed workweeks can reduce time spent commuting and in office settings, giving employees more opportunities to prioritize self-care.

6. Offer Mental Health Days

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Offering mental health days sends a clear message that well-being is a priority to the organization. Develop policies that explicitly include mental health days as part of paid time off benefits. Managers should lead by example by openly taking their own mental health days and encouraging their teams to do the same. Framing these days as a key component of managing well-being and maintaining long-term productivity empowers employees to prioritize mental health alongside work output.

7. Enhance Office Spaces

Small environmental changes can have a significant impact on mood and productivity, such as:

Rearranging desks and communal areas to maximize exposure to natural light

Replacing heavy curtains or blinds with sheer options to let in more sunlight

Using reflective surfaces like mirrors to strategically amplify light in dimly lit areas

Installing daylight-mimicking LED bulbs to brighten dark spaces

Incorporating plants to create a calming, nature-inspired workspace that boosts well-being

An illustration of four people in a vibrant office environment surrounded by large green plants. On the left, a woman with a ponytail carries a potted plant. In the center, one person sits at a desk working on a laptop, while another stands leaning toward the desk, engaging with them. On the right, a man in an orange shirt and yellow pants waters a large potted plant with a blue watering can. The background is filled with abstract outlines of trees and leaves, symbolizing a green, eco-friendly, and collaborative workspace.

These adjustments create a brighter, more uplifting environment to help employees feel energized and focused throughout the day.

Conclusion

Supporting employees with Seasonal Affective Disorder builds a workplace rooted in empathy, compassion, and adaptability. Every intervention reinforces the message that mental health is just as important as productivity. By actively addressing SAD, organizations set a precedent for how they uplift their people year-round, fostering a culture where employees are valued for their humanity, not just their output.