The working week doesn't always begin on Monday morning. Increasing numbers of employees report intrusive thoughts about the upcoming week disrupting their weekend downtime, with anxiety peaking on Sunday evenings. This has become known as the 'Sunday Scaries', particularly affecting younger workers. The HSE identifies stress and anxiety as the leading cause of sick absence, with Mondays consistently recording the highest absence rates. The resulting lost productivity significantly costs UK businesses, with a recent estimate as much as £85 billion per year.
Do these figures provide enough of a compelling case to take these wellbeing risks seriously and look to implement suitable workplace adjustments.
For some, the start of the working week is energising, a new beginning full of possibilities and fresh momentum. For many though, it can be tough to get going, with feelings of despondency and dread of what’s ahead. Statistics consistently show Monday as the most common day for sick absence, and winter months can add to the problem with darker, colder mornings making it even harder to face the week.
What are the ‘Sunday Scaries’?
Anxiety feelings which start as the weekend draws to a close, peaking at 5pm on Sunday, have been recognised and labelled the ‘Sunday Scaries’. GOV.UK reports that ‘new research commissioned by OHID shows almost 7 in 10 British workers report regularly experiencing Sunday Scaries, increasing to three-quarters for those aged 18 to 24. Work stresses, lack of sleep and looming to-do lists are reported as the top causes of feelings of stress or anxiety on a Sunday.’
This issue presents a significant wellbeing challenge. When employees spend their Sunday evenings consumed by work-related anxiety, they’re not truly resting or getting the recovery time they need to be at their best. The weekend, an important time for recharging, instead becomes overshadowed by the approaching working week. This can create a cycle where people arrive at Monday depleted and despondent, rather than refreshed and ready for the week ahead.
The impact on younger workers is particularly concerning. With three-quarters of 18 to 24-year-olds affected, it indicates an entire generation may be struggling with work-related anxiety. Do you know how your younger workers are feeling? Could this be an issue to explore further?
Practical Steps
Alongside the human cost, it makes clear business sense to address these issues. Monday absenteeism or presenteeism, impact productivity, placing additional pressure across the wider business affecting everything from project timelines and delivery deadlines, to customer service.
There are simple steps we could take to help our employees and minimise the impact on productivity.
The SupportRoom wellbeing app suggests these approaches to consider:
- Encourage real rest on weekends by reminding employees of the importance of quality rest and help them find ways to recharge, such as sharing weekend plans across the teams. It doesn’t have to be all go; quiet time is perfect for switching off. Emphasise that productivity depends on how well we all use our downtime. This might mean considering the company culture around out-of-hours working and ensuring that boundaries between work and personal time are genuinely respected.
- Ease into the week by avoiding scheduling difficult meetings or setting tight deadlines for Monday mornings. Can these be left to later in the day or week? Consider what really needs to happen first thing Monday versus what could wait. Often, we schedule things for Monday morning simply out of habit, without considering whether it’s the best time. Giving people space to settle into their week, catch up on emails, and organise their priorities can allow the autonomy to set up the week in the way that best suits the individual.
- Offer ‘Flexible Mondays’ with flexible working hours or ‘lighter’ tasks to start the week. This could mean allowing later start times, offering remote work options, or ensuring that Monday workloads focus on more manageable, less high-pressure activities.
Recognise Adjustment is a Team Effort
Making adjustments for one person may mean other people take on extra, often unseen pressure. This pressure can lead to fatigue with people saying “I’m fine” when, in reality, they’re not, or increased tension around fairness and workload imbalance.
- Simple actions recognising these pressures can make all the difference.
- Acknowledge the extra effort, privately or publicly.
- Be clear on priorities: the must do vs what can wait.
- Share extra workload as evenly as possible.
- Encourage people to say no to other non-essential tasks.
- And check in with people, not up on the work being done.
Measuring Impact
These compassionate adjustments could make all the difference to those who need it, but it’s important to approach any adjustments as an ongoing process rather than a one-time fix. Monitoring the productivity returns and gathering staff feedback after the adjustments can allow you to see if they make a positive impact.
Consider tracking absence rates, conducting regular wellbeing surveys, and creating communication channels for feedback. What works for one team, or one individual, might need something different for another.
By taking these steps, we can help eliminate any Sunday Scaries or Monday Blues from our business and allow people to perform at their best from the get-go.
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