As we head into the end of the year, it’s easy to assume the holidays are “the most wonderful time.” For many on your teams, they’re actually the heaviest.
Surveys from major mental health organizations show that around 9 in 10 U.S. adults report feeling stressed during the holiday season, and many say their stress is higher than at other times of the year. Among people already living with a mental health condition, about two‑thirds say their symptoms get worse around the holidays.
At the same time, the workplace is feeling the crunch: year-end workload, deadlines, and performance pressures all spike right when people’s emotional reserves are lowest, contributing to burnout and disengagement.
With that in mind, this newsletter is a reminder of three things:
- The holidays are genuinely tough on mental health.
- Employees who have been struggling all year are more likely to show it now.
- There is still time (yes, this year!) to support your people and move important work over the finish line.
Let’s dig into why this happens and your role as it pertains to your team.
Not a Season of Joy for Everyone
Holiday stress has been well documented:
Recent polls show 89% of adults report holiday-related stress, driven by finances, grief, and family dynamics. And new workplace research finds that over half of workers describe the holidays as the most mentally draining time of the year, largely due to money worries and work demands.
For people already dealing with anxiety, depression, grief, caregiving responsibilities, or financial strain, this season can magnify what they’ve been carrying all year quietly.
One important note: despite a persistent myth, suicide rates do not peak during the winter holidays. In fact, U.S. data show that December typically has one of the lowest average daily suicide rates of the year. That doesn’t make this time any less serious, but it does remind us to stay grounded in facts while trying to respond to real distress.
How This Shows Up at Work
We already mentioned that if someone has been struggling beneath the surface, the end of the year is when it often spills over. What does that mean in real terms?
You might see:
Shorter tempers and more conflict. Emails that sound sharper than usual, tension in meetings, or friction between colleagues.
Withdrawal or “checking out.” Cameras off, less participation, missed deadlines, or a noticeable drop in engagement.
More mistakes and forgetfulness. Details slipping through the cracks as people juggle personal and professional demands.
Increased absences. Sick days, late arrivals, or “ghosting” internal meetings.
Overworking as a coping mechanism. Often, people will push themselves to keep up appearances instead of asking for help.
None of these is a moral failing. They’re signals. And right now, they’re more likely to appear – even among otherwise high performers.
What Should You Do If You Believe Someone Is Experiencing Holiday Overwhelm?
Your action step is to document, document, document.
Yes, everyone is tired. Yes, the calendar feels impossibly full. But there is still meaningful work that can be started – and even completed – before the new year, especially when it’s tightly scoped.
The final stretch of the year is a decisive moment to:
- Close out lingering priorities that have been on your to‑do list all year but never quite made it to the top.
- Put basic supports in place for employee mental health (clear communication, simple processes, and manager guidance can go a long way, even before big initiatives launch).
- Set the table for the new year – so you hit January aligned instead of scrambling.
If there are projects you’ve been “saving for later,” there’s a good chance some of them don’t need to wait. The last few weeks can still count.
How We’re Handling the Holidays
We believe in practicing what we preach. That’s why our team will be taking time with our families over the holidays to rest, reconnect, and reset.
That time is vital to us, and we encourage you and your teams to do the same to the extent that your roles allow.
At the same time, we will remain highly available for true emergencies. If you’re facing an urgent situation that affects the well-being of your people or the continuity of your business, we want you to reach out.
Additionally, we can still take on select last‑minute work that is realistic to move forward or complete by the new year, especially if it:
- Has a clearly defined scope
- Connects directly to employee well-being or year‑end priorities
- Sets you up for a smoother, safer, and more intentional start to 2026
Unsure whether something qualifies as “emergency” or “last‑minute but doable”? Contact us. We can talk it through and help you decide.
A Few Practical Suggestions You Can Act on Now
Whether or not you bring us in, here are simple steps you can take in the next couple of weeks:
Name what’s real. A short note from leadership acknowledging that this season is both demanding and emotionally complex can lower the temperature for everyone.
Encourage humane pacing. Clarify what must be done before year‑end… and what can wait. Reducing unnecessary urgency is one of the easiest ways to protect mental health and prevent burnout. That doesn’t mean you don’t push towards a goal, just that those pushes should be carried out thoughtfully.
Equip managers. Give managers a quick script for checking in: “I know this time of year can be a lot. How are you really doing, and is there anything we should adjust in the next couple of weeks?”
Remind people of available support. If you have an EAP, mental health benefits, or internal support channels, make them visible and easy to find – especially for those who may be struggling quietly.
Plan for January now. Getting even a rough outline in place for early‑year priorities (especially around wellbeing and workload) will help your people return with more clarity and less dread.
Need Support? We’re Still Here
Over the coming weeks, our team will be balancing what we hope you and your employees can also have: genuine time with our families and a commitment to being there when it truly matters.
If you anticipate needing support – whether it’s urgent help or last‑minute work you want substantively completed by the new year – please reach out sooner rather than later. Doing that gives us the best chance to allocate the right people and respond thoughtfully.
Thank you for trusting us with the well-being of your organization this year. We’re honored to be in your corner – during the hardest seasons as well as the happiest ones.
Wishing you steadiness, clarity, and enough rest to begin 2026 on solid ground.
