The aim of annual leave is to give employees some well-needed time away from work to relax and recharge their batteries. It sounds simple, right?
Nowadays, many businesses have noticed that their employees are returning to work even less engaged than before they left. This is a big sign that something is missing, and the post-holiday disengagement needs to be addressed before it starts to have an impact on employee turnover.
What Impact Are Holidays Having on Employees?
Whether an employee plans to jet off on holiday, celebrate a special occasion, or simply spend time with their loved ones, their time off should be theirs to spend as they like. However, this isn’t always the case.
Research has shown that 48% of UK employees have replied to work messages during annual leave, a clear sign that they are not being able to switch off in the way that they should.
The worry of looming deadlines and added pressure on colleagues can leave employees feeling as if they have to remain switched on and keep an eye on their inbox, even while they are on annual leave.
Not being able to fully disconnect from work means that employees are never actually getting the breaks that they deserve.
If they spend all of their time subconsciously worrying about work and what needs to be done, they are bound to feel exhausted and stressed, and this is bound to reflect in their engagement.
The Effect of Disengagement on Business Productivity
When an employee returns from annual leave, they should be at their most relaxed and motivated. However, this seems to be far from reality.
If an employee is showing signs of disengagement, it not only impacts their own output, but can disrupt their entire team.
Here are some of the results of disengagement that may be seen post-holiday:
- Decreased productivity. If an employee is not engaged with their work, they are likely to struggle to focus and their output is going to be limited.
- More errors. Without the necessary rest needed to switch off and refresh, the chance of mistakes being made is significantly increased.
- Poor collaboration. If an employee has lost their drive, they are less likely to show strong communication skills, having a negative effect on the wider team.
- Low morale. Once motivation has dropped and the passion to succeed dies down, an employee's overall morale is going to be impacted.
How Large Organisations Can Tackle Disengagement
To overcome the post-holiday disengagement that is becoming more and more common within businesses, HR teams need to keep an eye out for the common signs of disengagement and know what action needs to be taken.
Plan ahead with integrated workforce management software
If employees feel they need to check their inbox during annual leave, it's often a symptom of something deeper. Often this is line managers who don't have the visibility or tools to plan effectively for absences within their teams.
In complex organisations, absence management isn't just an HR function – it sits with line managers across departments and locations. However, without the right systems, many default to reactive approaches or rely on employees to stay available "just in case”.
When WFM software is integrated into an HR platform, such as an HRMS or HCM system, that changes. Line managers get direct visibility of team availability, upcoming leave, and potential gaps without having to chase HR for information. Self-service tools let them plan proactively, while HR retains oversight across the organisation.
And because absence data flows seamlessly alongside employee records, skills information, and scheduling tools, it's far easier to identify who can cover gaps and redistribute workload in advance. The result is managers who can take genuine ownership of planning, and employees who can actually switch off.
Train team managers
It has been proven that 70% of team engagement can be attributed to the manager, showing just how much impact leadership has on an employee.
If a manager is setting unrealistic deadlines or failing to manage a project effectively, it can quickly take a toll on their team and lead to disengagement.
HR has a responsibility to train managers on how to best handle their team, taking their mental wellbeing and right to annual leave into consideration.
By encouraging accurate workload planning and ensuring that managers are able to recognise the early signs of burnout, a healthier work environment is bound to be achieved.
Reinforce company culture
Company culture is a huge contributor to an engaged workforce, defining how valued an employee feels at work and whether they feel supported within their role.
HR teams need to ensure that they are creating a culture in which annual leave is respected and an unachievable workload is prevented.
Appreciating the importance of a good work-life balance and creating a supportive work environment will help businesses stay on top of workload while employees are able to enjoy much-needed time off when they are on annual leave.
Creating a Healthier Post-Holiday Work Environment
Disengagement when returning from annual leave goes deeper than post-holiday blues; it is a sign that employees have not been able to get the rest they needed to come back with the motivation to get stuck in.
From a business perspective, creating a work environment that respects the needs of its employees is crucial when looking to maintain a happy and healthy workforce who are engaged with their work.
By putting processes in place to ensure that employees can enjoy time off without having to worry about what’s going on at work, they will be able to disconnect and return to work feeling refreshed and productive.
