What Employers Should Know as Clocks Go Back

As the clocks go back and the UK transitions into darker evenings, employers must consider not only physical safety but also the mental wellbeing of their workforce. The shift in daylight hours can have a profound impact on mood, energy levels, and productivity, particularly for those affected by Seasonal Affective Disorder (SAD).

SAD is a form of depression that typically begins in autumn and lasts through winter. It’s triggered by reduced exposure to daylight, which disrupts the body’s circadian rhythms and affects melatonin and serotonin levels, key hormones that regulate sleep and mood. According to the Royal College of Psychiatrists, up to one in three people in the UK are affected by SAD in some way, with one in 15 experiencing severe symptoms.

Symptoms include:

• Persistent low mood
• Fatigue and excessive sleepiness
• Cravings for carbohydrates and weight gain
• Withdrawal from social interaction
• Difficulty concentrating

Mental health is now a core concern for UK employers, and SAD can significantly affect workplace performance and attendance. Employees may appear more tired, anxious, or withdrawn. In severe cases, SAD can lead to extended periods of absence.

Employers have a duty of care under the Health and Safety at Work Act 1974 to provide a safe working environment, and that includes mental health. Proactive steps can help mitigate the impact of SAD and support employee wellbeing.

To support employees during the darker months, employers can take several practical steps that promote both physical and mental wellbeing. One of the most effective strategies is to maximise daylight exposure. Encouraging outdoor breaks or walking meetings helps staff benefit from natural light, which can boost mood and energy levels. Where possible, desks should be positioned near windows, and flexible working hours can be offered to allow employees to commute or finish work during daylight hours.

Promoting mental health resources is equally important. Employers should raise awareness of Seasonal Affective Disorder (SAD) and its symptoms, ensuring staff know where to seek help. Signposting Employee Assistance Programmes (EAPs) and counselling services can provide vital support, and offering virtual mental health options adds accessibility for remote or hybrid workers.

Creating a supportive culture is key to long-term wellbeing. Managers should be trained to recognise signs of seasonal depression and encouraged to foster open conversations about mental health. When senior leaders prioritise wellbeing, it sets a positive example and empowers others to do the same.

Environmental adjustments can also make a significant difference. Using daylight-simulating lamps in offices can help counteract the effects of reduced sunlight. Providing healthy snacks and hydration stations supports physical health, while ensuring communal areas are well-lit and welcoming contributes to a more positive and energising workplace atmosphere.

As the clocks go back and the days grow shorter, it’s vital that employers recognise the dual impact of darker evening, both on physical safety and mental wellbeing. Seasonal changes can heighten risks in the workplace and trigger conditions like Seasonal Affective Disorder, affecting morale, productivity, and overall health.

By taking proactive steps, from improving lighting and reviewing shift patterns to promoting mental health awareness and offering flexible working, employers can create a safer, more supportive environment. In doing so, they not only meet their legal obligations but also demonstrate genuine care for their people, helping them thrive through the winter months and beyond.