In the dark and chilly depths of winter, many of us long for the relief of summer, with the prospect of light-filled evenings and sun-soaked weekends.
And, for the most part, its eventual arrival is warmly welcomed. But there is no escaping the fact that summer living also comes with downsides. From soaring temperatures and disrupted sleep to childcare struggles and seasonal expenses, it’s a time of the year that has the potential throw up a surprising number of challenges in the context of worker wellbeing.
And with many weather records being exceeded in 2025, companies have a timely opportunity to reflect and review the support mechanisms they have in place to promote physical and mental wellbeing during the summer months.
When the Heat Is On
In recent years, increasingly hot summers have made the task of keeping cool and carrying on ever more difficult for the workforce. Indeed, the UK registered its highest temperature of 40.3°C in July 2022, and the six hottest days on record were all posted within the last six years.
High temperatures and heatwave conditions (where temperatures exceed a certain threshold for a prolonged period) have serious implications for health. Common risks are dehydration, heat exhaustion and heatstroke.
These risks are more serious for vulnerable populations, such as those over 75 and those suffering from certain health problems, including heart and lung conditions and diabetes.
In the workplace, there is no law dictating the maximum working temperature, but the Health and Safety Executive (HSE) underlines that companies have a responsibility to assess the risks associated with heat and, where possible, to keep the temperature at a comfortable level, and to provide clean and fresh air.
If workers experience thermal discomfort, the HSE highlights that, further to the physical conditions mentioned above, employees are also increasingly prone to unsafe behaviours, and that the capacity for decision-making and concentration is reduced. These are particular concerns for those working in poorly ventilated spaces or those in outdoor roles.
Encouraging regular hydration, adjusting dress codes and considering flexible start times are some of the ways employers can help.
The Mental Health Undercurrent
The summer months can also present challenges for emotional wellbeing. This can be cause by sustained periods where sleep is impaired by heat. Underlying anxieties can also be exacerbated by the expense of family holidays or the strain of childcare.
Indeed, the average price of holiday childcare in England is estimated to be £173.14 per week, meaning costs can exceed £1,000 per child over the six-week break, pushing many parents to juggle shifts, lean on informal care, or even take unpaid leave.
For some, hybrid or remote working adds another layer of strain, since blurred boundaries between personal and professional time make it harder to decompress.
The resulting mental strain can spill into the workplace, affecting timekeeping, engagement, focus, and productivity. At worst, it can lead to irregular working patterns, absence and even long-term job satisfaction.
What Employers Should Look Out For
It’s important to note that seasonal stress doesn’t always announce itself loudly. Managers should be encouraged to check in regularly with their teams, not just to monitor performance but to listen for any wellbeing flags. Possible remedies include:
- Flexible working arrangements
Allowing earlier or later start times, compressed weeks, or part-time options during school breaks.
- Clear annual leave policies
Ensuring workloads are balanced and leave requests are planned well in advance.
- Summer wellbeing campaigns
Promoting hydration, sleep, and mental health awareness during peak months.
The Role of Employee Benefits
Certain employee benefits can be especially helpful for workers feeling the stresses of the summer season. For example, digital GP services or health apps provide convenient, quick access to medical advice and support.
Mental health resources, including counselling via Employee Assistance Programmes (EAPs), also provide employees who might be struggling with the reassurance that professional help is at hand, and childcare vouchers or backup care schemes can ease financial pressure during the school break.
Turning Challenge into Opportunity
While many of us will miss it when it’s gone, it’s worth remembering that summer isn’t necessarily all sun, sand and smiles. Like other seasons, it can introduce challenges to our health and wellbeing.
Employers who fail to acknowledge and adapt to this situation could face problems among their workforce or even risk losing valuable talent. Conversely, employers who plan ahead, stay flexible, and accentuate the help available through benefits will not only help their teams cope, they’ll help them thrive.
These small steps can reduce presenteeism, improve morale, and demonstrate a genuine commitment to staff wellbeing. And that’s something every organisation should aspire to, whatever the season.
The information contained within this communication does not constitute financial advice and is provided for general information purposes only. No warranty, whether express or implied is given in relation to such information. Vintage Health or any of its associated representatives shall not be liable for any technical, editorial, typographical or other errors or omissions within the content of this communication.
