Preventing stress and burnout in the workplace

 As the summer months roll in, we look forward to sunshine, holidays, and perhaps a lighter mood in the workplace. However, the season also brings its own set of challenges - especially when it comes to burnout and stress. For many employees, summer doesn't bring relaxation. Instead, it can mean scrambling to finish tasks before a holiday, covering for colleagues who are out-of-office, and juggling increased responsibilities – both at home and work - with fewer resources. 

Workplace stress and burnout are year-round issues, but they often peak during the summer. The results can range from increased turnover to serious risk of accidents, especially in industries such as construction, manufacturing and logistics where safety is critical. Understanding burnout is key to maintaining a safe and productive workforce, so in this blog post we look at ways to mitigate stress and make the most of the summer. 

Understanding workplace burnout  

Burnout is more than just occasional stress or fatigue. The World Health Organisation (WHO) defines it as a syndrome resulting from chronic workplace stress that has not been successfully managed. It is characterised by: 

• Emotional and physical exhaustion 

• Increased mental distance and detachment from work 

• Increased anxiety and worry

• Cognitive impairment and poor concentration

• Reduced professional efficacy

When burnout is left unaddressed, it not only impacts employee health and morale, but also organisational outcomes - from productivity to turnover rates. Figures from 2024 show 25% of UK workers report feeling unable to cope with workplace stress, with 63% identifying symptoms of burnout such as exhaustion and disengagement. 

Why summer can create higher risk for burnout  

1. Pre-holiday crunch 

Before heading off on holiday, many employees feel pressure to wrap up outstanding projects or meet deadlines early. This can result in longer hours, increased workloads, and higher stress levels. 

3. Disrupted routines 

Summer tends to bring a change in routine. Parents may have children home from school, complicating work-life balance. Others might find it difficult to maintain healthy habits, such as exercise and sleep, due to travel plans or irregular schedules, longer days and warmer weather. 

4. Lack of support and communication 

When managers or key team members are away, decision-making can slow down or become unclear. Miscommunication is more likely when the chain of command is broken or if remote working increases over the summer. 

5. Expectation of constant availability 

In our always-connected world, many employees feel they can’t ‘unplug’ during holidays. This constant availability blurs the boundaries between work and rest, reducing the restorative value of time off. 

Strategies for preventing burnout and managing stress 

1. Normalise taking time off 

Create a workplace culture that genuinely supports taking time off. Leadership should model this behaviour by taking their own holidays and encouraging team members to do the same without guilt or pressure. 

Tips:  

• Make it known that being ‘offline’ during holidays is expected and respected. 

• Avoid scheduling major projects right before or after peak holiday times. 

• Encourage the use of full holiday entitlements. 

2. Plan ahead for absences 

Proper planning can minimise the disruption caused by a reduced workforce. 

Tips:  

• Maintain a shared calendar with team holidays to help anticipate coverage needs. 

• Cross-train employees to fill in for one another. 

• Encourage early communication of time-off requests so the team can prepare. 

3. Manage workload distribution 

Preventing burnout during summer means not just keeping things running, but doing so in a sustainable and supportive way.

Tips:  

• Reassess deadlines and adjust expectations when fewer people are available. 

• Prioritise work to focus on what must be done now versus what can wait. 

• Limit non-essential meetings and streamline communication. 

4. Offer flexibility 

Flexible working arrangements can help employees balance work and personal responsibilities, like looking after children, more effectively during the summer. 

Tips:

•        Offer summer hours (e.g. early start or finish) or even four-day work weeks.

•        Encourage remote working or hybrid models 

•        Support asynchronous work options - under this model, employees can work independently and won’t be expected to answer messages instantly or be online at certain times. 

When people have control over their time, they are more likely to stay engaged and less likely to burn out. 

5. Promote mental health resources 

Ensure employees are aware of and have access to mental health resources, whether through an Employee Assistance Programme (EAP), wellness workshops or confidential counselling services. 

Tips:  

• Offer training for managers on spotting the signs of burnout.

• Host mindfulness or stress management webinars. 

• Share mental health tips in weekly newsletters. 

• Foster open conversations about mental health without stigma. 

6. Encourage micro-breaks and downtime

Even short breaks during the day can significantly reduce stress. Encouraging employees to step away from their screens, take walks, or even enjoy outdoor lunches can refresh their mental energy. 

Tips:  

• Encourage employees to take a 5-10 minute break every hour to stretch, hydrate or step outside.

• Create inviting break areas or outdoor spaces to make stepping away from work more inviting.

• Promote the use of apps or tools that remind employees to take regular breaks, like the Pomodoro technique.

Role of managers in preventing burnout 

Managers play a pivotal role in setting the tone for how stress and burnout are managed - or prevented - in the workplace. Here's how they can make a difference: 

1. Recognise the signs of burnout 

Watch for red flags like absenteeism, disengagement, irritability, or declining performance. Acting early helps protect wellbeing, morale, and long-term productivity.

2. Foster open communication 

Psychological safety is key. Regular check-ins, one-to-ones, and anonymous feedback channels help employees feel comfortable raising concerns.

3. Celebrate small wins 

Celebrating progress—big or small—boosts morale, especially during high-pressure periods like summer. Acknowledging effort helps teams feel valued and supported.

Conclusion

By anticipating seasonal challenges and proactively supporting employees, organisations can create a more resilient, engaged and happier workforce. Take a moment to evaluate how you handle holiday planning, workload distribution and mental health. A few small changes now could make a big difference in employee wellbeing and safety all season long.

If you need help supporting your team’s mental health and wellbeing, we can provide expert support, training and access to a 24 hour Employee Assistance Programme. Get in touch with our experts at Express Medicals to see how we can help.