Many employers struggle with the dual issue of workplace stress and absenteeism amongst employees after Christmas. So-called ‘Blue Monday’ isn’t a passing trend; it’s representative of real-life struggles with work-life balance.
Indeed, last year, worrying research came to light that indicated that stress in the workplace can prove to be deadly: a 2025 study found that the workplace stress “epidemic" in Europe kills nearly 10,000 people a year. So, what can Irish employers do to address this reality?
According to Matrix Recruitment’s Head of Recruitment, Breda Dooley, Irish employers must be aware of the issues and tackle modern workplace stressors head-on with five key steps.Awareness of Workplace Stress Blue Monday should serve as a useful reminder for employers in Ireland to consider the real impact of workplace stress on employees’ wellbeing and productivity, says Breda.
Despite all the talk of New Year resolutions, stress can often increase at this time of year as employees struggle with the post-holiday slump, which often brings financial stress, and exhaustion, while a return to routine can be a shock after the festive excitement and time off. “Stress and mental health challenges are common and can lead to absenteeism if not addressed, so fostering open conversations and reducing stigma is essential,” Breda warned.
“Employers who ignore this fact may see a surge in people not showing up for work, a dip in productivity, burnout and higher turnover rates in January.” Using flexibility as a Retention Flex One of the most effective ways to support employees is by offering flexible working arrangements, including hybrid options, flexible hours, or compressed work weeks. Breda pointed out that if a workplace is understanding, this actually makes for better business.
“Flexibility helps employees manage personal commitments, reduce commuting stress, and maintain a better work-life balance,” Breda explained. “Plus, it lessens the chance of absenteeism or even quitting. A bit of understanding goes a long way in the workplace, especially as we come into 2026.”
Setting Realistic Expectations Managing workloads and setting realistic expectations is equally important – and Breda says setting unrealistic demands on workers will only serve to decrease morale, which is not ideal for retention purposes.
“Employers should ensure tasks are clearly prioritised, deadlines are achievable, and teams are not overburdened, as excessive pressure can contribute to burnout and long-term absence,” Breda said. Supporting employees and Providing Resources But Breda also emphasised the importance of access to supports and resources, like internal assistance programmes, counselling, coaching, and peer-support networks.
“This is a major part of combating workplace stress and addressing absenteeism with a pragmatic and inclusive approach,” she said. “Managers should also really be trained to recognise signs of stress amongst their staff and guide them toward appropriate resources. Adequate resources are vital in any company, from SMEs to major corporations.”
Cultivating Positive Work Culture. Finally, creating a culture of wellbeing where mental health is prioritised, employees feel recognised, and social connection is encouraged, helps reduce stress and absenteeism, says the recruitment expert.
“Prioritising the well-being, mental and emotional health of employees is really key now. These can include a myriad of options, from initiatives such as mindfulness sessions and wellness activities, or even something as simple as regular check-ins.
“These sorts of supports can make a tangible difference in employees’ lives, and a byproduct of this is less stress and higher productivity. A positive workplace is a positive thing for everyone,” Breda concluded.
