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As the festive season fades and the new year settles in, many people find themselves grappling with the so-called "January blues". This phenomenon has given rise to the concept of Blue Monday, which in 2025 falls on 20 January. But what exactly is Blue Monday, and is there any truth to the claim that it's the most depressing day of the year? 
 
The origin of Blue Monday 
 
The term "Blue Monday" was coined in 2005 by psychologist Cliff Arnall, who was working with the travel company Sky Travel at the time. The company asked Arnall to create a "scientific formula" for the January blues, presumably to encourage people to book holidays as a way to combat post-holiday gloom. 
 
[W + (D-d)] x TQ 
M x NA 
 
There are seven factors: (W) weather, (D) debt, (d) monthly salary, (T) time since Christmas, (Q) time since failed quit attempt, (M) low motivational levels and (NA) the need to take action. 
 
Based on this calculation, the third Monday of January was determined to be the most depressing day of the year. 
 
The science (or lack thereof) behind Blue Monday 
 
Despite its widespread acceptance in popular culture, there is no scientific evidence to support the concept of Blue Monday. In fact, many mental health professionals and researchers have dismissed the idea as pseudoscience. 
 
The Mental Health Foundation has also stated that it is pointless to try and identify the most depressing day of the year, as it would be different for each individual based on their personal circumstances. Depression and other mental health issues are complex conditions that cannot be reduced to a single day or simple formula. 
 
While Blue Monday may have started as a marketing ploy, its persistence in popular culture has raised concerns among mental health professionals. Some worry that the concept trivialises depression and creates damaging misconceptions about mental health and illness. 
 
January blues: A real phenomenon? 
 
Although Blue Monday itself may be a fabrication, the feelings of low mood and decreased motivation many people experience in January are very real. Several factors can contribute to these "January blues": 
Seasonal affective disorder (SAD): Some people experience symptoms of depression that come and go in a seasonal pattern, often worsening during the winter months. 
Post-holiday letdown: After the excitement and social connections of the holiday season, returning to normal routines can feel disappointing. 
Financial stress: The aftermath of holiday spending can lead to financial worries
Failed resolutions: Unrealistic New Year's resolutions that quickly fall by the wayside can lead to feelings of disappointment and low self-esteem. 
Weather and reduced daylight: Cold temperatures and shorter days can affect mood and energy levels. 
 
Coping with winter blues 
 
While there may not be a single "most depressing day", many people do struggle with their mental health during the winter months. Here are some strategies that can help: 
Stay active: Regular exercise can boost mood and energy levels. Even a short walk outdoors can make a difference. 
Get some sunlight: Try to spend time outdoors during daylight hours, or sit near a window to increase your exposure to natural light. 
Maintain social connections: Reach out to friends and family, or consider joining groups with shared interests. 
Practice mindfulness: Techniques like meditation or deep breathing exercises can help reduce stress and promote a sense of calm. 
Set realistic goals: Accomplishing small tasks can provide a sense of achievement and boost morale. 
Eat a healthy diet: Nutritious food can support brain health and mood. 
Seek professional help if needed: If feelings of sadness persist and interfere with daily life, consider reaching out to a mental health professional 
 
The future of Blue Monday 
 
As awareness of mental health issues continues to grow, many companies and organisations are rethinking their approach to Blue Monday. Some are using the day as an opportunity to promote positive mental health practices and support. 
For example, the Samaritans' Brew Monday campaign encourages people to use the day as a chance to check in with friends and family. Some companies are even giving employees the day off as a mental health perk. 
 
While Blue Monday may not have any scientific basis, it has sparked important conversations about mental health during the winter months. Rather than focusing on a single "most depressing day", it's more helpful to recognise that mental health can fluctuate throughout the year and that support and self-care are important year-round. As we approach Blue Monday 2025, perhaps the most constructive approach is to view it not as the year's most depressing day, but as an opportunity to check in with ourselves and others, promote mental health awareness, and implement positive strategies for wellbeing throughout the year. 

When things escalate from 'blue' to a more series mental wellbeing issue - a guide for HR managers 

Depression is a significant condition that can profoundly impact an employee's ability to work. As HR managers, understanding how to support affected employees is crucial for maintaining a healthy and productive workforce. According to research, the average time off work for someone with mental health issues is around 25.8 days per year. However, the duration can vary widely based on the severity of the condition and individual circumstances. 

Factors influencing time off work with depression 

The length of time an employee may need to take off work due to depression can vary significantly. Some key factors include: 
Severity of the mental illness: A person experiencing mild depression may require only a couple of days off, while severe depression could necessitate an extended period of leave. It's important to seek professional help as appropriate and not self-diagnose. 
Treatment and recovery: The type of treatment and the individual's response to it can influence recovery time. This includes medication, therapy, and lifestyle changes. 
Work environment: A supportive work environment can facilitate a quicker return, while work-related stress may prolong recovery. 
Personal circumstances: Factors such as family support, financial security, and personal resilience also play a role in recovery time. 

Supporting employees returning to work 

Returning to work after an episode of depression can be a positive step for many employees, but it requires careful planning and support. Here are some steps employers can take: 
Flexible return-to-work plans: Offer flexible hours or part-time work initially to help employees gradually readjust to their daily routine. GP fit notes, issued following discussion with the individual, can help set parameters on what is and what is not possible. 
Reasonable adjustments: By law, employers must make adjustments for employees with disabilities, including mental health conditions. This could involve providing a quiet workspace or adjusting workloads. 
Regular check-Ins: Schedule check-ins with the returning employee to discuss their progress and any challenges they may be facing. 
Access to mental healthcare support: Ensure that employees have access to mental healthcare professionals, such as through Verve Healthcare's own Verve On Demand service. 
Promote open communication: Encourage open communication about mental health to reduce stigma and make employees feel more comfortable seeking help. 

Creating a workplace that promotes good mental wellbeing 

Promoting good mental wellbeing in the workplace is essential for reducing the liklihood of mental health issues and supporting employees' overall health. Here are some strategies: 
Develop a mental health strategy: Create a clear company policy that outlines how the organisation will promote wellbeing and support employees. 
Raise awareness: Conduct regular training sessions to educate employees about mental wellbeing and available resources. 
Encourage work-life balance: Promote a healthy balance by encouraging regular breaks and use of annual leave. 
A supportive work environment: Create a culture of support and understanding by encouraging teamwork and collaboration. 
Provide access to mental health resources: Ensure easy access to professional help, signpost to support groups, and online resources
Stress management programmes: Offer workshops to help employees develop coping strategies and resilience. 
Encourage physical activity: Promote physical activity, which is known to have a positive impact on emotional health. 
Regularly review policies: Continuously update your mental health policies to ensure they remain effective. 

The role of Occupational Health services 

Occupational health services can play a crucial role in supporting employees with depression. They can provide: 
Expert advice on managing mental health in the workplace 
Assistance in developing return-to-work plans 
Guidance on making reasonable adjustments 
Support in identifying and addressing work-related stress 
 
Understanding the complexities of time off work due to depression and implementing effective support strategies is crucial for HR managers. Offering flexible return-to-work plans, making reasonable adjustments, and promoting open communication can help employees transition back to work smoothly. 
 
Creating a workplace that promotes good mental wellbeing can deter issues and support employees' overall health. This includes providing access to resources, implementing stress management programs, and fostering a supportive work environment. 
 
Investing in mental health is not just about managing sickness absence; it's a strategic decision that benefits both employees and the organisation. 
By taking proactive steps, HR managers can ensure that their employees feel valued, supported, and empowered to perform at their best. Remember, every employee's experience with depression is unique, and there's no simple answer to managing time off work for it. However, working closely with occupational health services create a more supportive and understanding workplace for all employees. 

The Role of Verve Healthcare's Pay-As-You-Go Mental Health Service 

Verve Healthcare's pay-as-you-go mental health service within Verve On Demand offers a flexible and accessible solution for employees. This service allows employees to access healthcare professionals when they need it. Key benefits include: 
Immediate Access: Employees can quickly access mental health support, reducing the time they spend waiting for appointments. 
Flexibility: The pay-as-you-go model allows employees to seek support as needed, making it easier to manage their mental health alongside their work responsibilities. 
Comprehensive Support: Verve Healthcare's mental health service includes counselling, therapy, and other mental health interventions, ensuring that employees receive the appropriate level of care. 
Understanding the legal requirements for time off work due to mental health conditions and implementing effective support strategies is crucial for HR managers.  
 
By offering flexible return-to-work plans, making reasonable adjustments, and promoting open communication, employers can help employees transition back to work smoothly. Additionally, creating a workplace that promotes good mental wellbeing can prevent mental health issues and support employees' overall health. 
 
Verve Healthcare's pay-as-you-go mental health service provides a valuable resource for employees needing immediate support, helping to reduce the impact of depression on their work and personal lives. By prioritising mental health and wellbeing, employers can create a healthier, more productive workforce and foster a positive work environment.Investing in mental health is not just a legal obligation but a strategic decision that benefits both employees and the organisation.  
 
By taking proactive steps to support mental health, HR managers can ensure that their employees feel valued, supported, and empowered to perform at their best. 

Legal allowances and guidelines for people off work due to depression 

We know healthcare inside and out - we know that keeping employees healthy naturally needs to them being happier and more productive. The legal landscape is constantly changing, especially with the introduction of the new Employment Rights Bill, and so we've put together a reading list for HR managers and employers rather than attempt to translate the legal guidelines for time off with depression ourselves.  
 
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