Summer Wellbeing in the Workplace: Small Conversations Can Make a Big Difference
For many people, summer is something to look forward to. Longer days, holidays and time with family can all have a positive impact on wellbeing. However, it’s important to remember that summer can also bring additional pressures for many employees.
As employers, taking a proactive approach to workplace wellbeing isn’t just good practice – it supports your legal duties under the Health and Safety at Work etc. Act 1974 to protect employees’ health, including their mental health. It also aligns with the HSE’s Management Standards for work-related stress, the government’s Thriving at Work Review, and the growing focus on managing psychosocial risks in the workplace.
Here are three areas worth thinking about before the summer holidays begin.
Financial Concerns
Summer can place significant financial pressure on families. Holidays, days out and increased food costs can quickly add up, while childcare during the school holidays is often expensive. Many families who rely on free school meals may also find it difficult to access local Holiday Activities and Food (HAF) programmes.
A simple wellbeing check-in before the school holidays can provide an opportunity to understand whether someone is feeling under pressure and whether there is any support your organisation can offer. Sometimes, simply having the conversation early can make all the difference.
It is a great opportunity to be proactive and remind your people of any support they may get access to through work for instance as part of your Employee Assistance Programme if you have one. A search of summer activities and camps in your local area may also identify some options for working parents they had not considered or realised were in existence.
Loneliness
While many colleagues are away on annual leave, workplaces can become quieter. For employees with smaller support networks, this can increase feelings of loneliness and isolation.
Consider refreshing your wellbeing board or internal communications with details of local events, community groups and activities taking place over the summer. Encouraging connection, even in small ways, can have a positive impact on wellbeing.
Encourage managers to check in on the team, particularly where individuals are taking on additional duties to support when colleagues are away from the workplace. It isn’t just the workload itself, doing tasks where the person feels less confident can also lead to feelings of stress.
Childcare Pressures
Summer childcare isn’t only expensive—it can also be difficult to coordinate. Holiday clubs often operate within school hours, leaving parents and carers trying to juggle work commitments alongside childcare arrangements.
A proactive wellbeing conversation gives managers the opportunity to understand any challenges early and, where possible, explore practical support such as flexibility, adjusted working patterns or signposting to available resources before pressures escalate.
Six Simple Ways to Promote Wellbeing This Summer
Summer presents a great opportunity to encourage healthy habits and meaningful conversations. Here are six simple actions organisations can take:
1. Encourage outdoor lunch breaks.
Spending even 20 minutes outdoors can help employees recharge, reduce stress and return to work feeling more refreshed.
2. Make the most of the longer daylight hours.
Whether it’s a walking meeting, an end-of-day team catch-up or a lunchtime social, longer evenings can help boost mood, strengthen relationships and improve team connection.
3. Reshare your wellbeing resources.
Don’t assume people know what’s available. Remind employees about your Employee Assistance Programme (EAP), the Hub of Hope, mental health champions and any internal wellbeing support.
4. Encourage healthy boundaries around annual leave.
Annual leave should be a chance to rest, recover and enjoy the time off. Encourage employees to switch off from work, avoid checking emails and support a culture where taking a proper break is valued.
5. Get moving during the working day.
Encourage colleagues to take a short walk during their breaks. Gentle movement and fresh air can improve concentration, reduce stress and boost overall wellbeing.
6. Check in regularly—especially with colleagues covering extra work.
Summer often means teams are working with reduced staffing levels. Employees covering colleagues’ workloads may experience increased pressure. Regular check-ins help managers identify concerns early, prioritise work and ensure people feel supported.
Signpost to Support
Remember that you don’t have to have all the answers. Signposting can make a real difference.
The Hub of Hope is an excellent resource for identifying mental health and wellbeing support available in local communities. It’s also worth checking your local authority and government websites to understand what support, activities and childcare provision may be available in your area over the summer.
Sometimes the most effective wellbeing intervention is simply asking, “How are you doing?” before someone reaches crisis point. A short conversation today could prevent a much bigger challenge tomorrow—and help create a healthier, happier workplace throughout the summer.