Supporting Mental Health During the Summer Slump

As the temperatures rise, motivation can dip. The so-called “summer slump” is a real phenomenon—characterized by decreased productivity, lower engagement, and a general feeling of restlessness. For employees with disabilities, particularly those navigating mental health conditions, the shift in season can make existing challenges even harder.

Whether it's the disruption of routine, social isolation during vacations, or the sensory stress of summer heat, mental well-being deserves just as much attention in July as it does in May. Here's how employers can create a supportive and inclusive workplace this summer.

1. Normalize the Conversation Around Mental Health

Mental health isn't seasonal—but the willingness to talk about it should be constant.

• Acknowledge the “summer slump” openly in staff meetings or internal newsletters.

• Encourage employees to check in with each other and normalize seeking support.

• Consider hosting a brief lunch-and-learn session or wellness moment each week.

Promoting awareness helps employees know they’re not alone—and opens the door for dialogue.

2. Offer Flexibility Where Possible

Longer days and warmer weather can disrupt sleep schedules and energy levels. For some individuals, especially those with anxiety, ADHD, or autism, this change in pace can be overwhelming.

Support employees by:

• Checking in regularly about workload and well-being

• Offering quieter workspaces or sensory-friendly break areas

• Being mindful of over-scheduling or last-minute changes

Small adjustments in scheduling can make a big difference in focus and well-being.

3. Check in With Supported Employees More Frequently

For individuals with disabilities who receive job coaching or other support, the shift in routine can require extra coordination.

• Check in with employees and job coaches or support staff to ensure the employee’s needs are still being met.

• Empower employees to have a plan for when their Job Coach is out of the office.

• Reassess reasonable accommodations as needed.

• Provide clear, predictable schedules to help ease transitions.

This is especially important for neurodivergent employees who may struggle with changes in routine.

4. Encourage Breaks and Boundaries

The pressure to “push through” can be strong—even when it’s not productive. Remind your team that rest is part of working well.

• Create a culture where taking breaks isn’t frowned upon.

• Consider a summer self-care challenge or mental health check-in campaign.

• Highlight local or digital wellness resources that are accessible and inclusive.

Reinforcing a balance between work and rest helps everyone recharge—mentally and physically.

5. Lead With Empathy and Awareness

If an employee seems more tired, less focused, or quieter than usual, don’t assume it’s laziness or disinterest. Ask how they’re doing.

A little empathy—especially from leadership—can make someone feel seen, heard, and supported. That feeling alone can reduce stress and promote a healthier, more inclusive workplace for everyone.

Mental Health Is Everyone’s Business—Even in the Summer

Supporting mental health during the summer isn’t just about boosting productivity—it’s about building a culture of inclusion that lasts all year. When your workplace prioritizes wellness for all employees, especially those with disabilities, everyone benefits.

This summer, don’t just survive the slump—rise above it with empathy, flexibility, and support.