Struggling to Switch Off? It’s Taking a Toll on Mental Health
Why the inability to disconnect is more than just a “bad habit”
You close the laptop, but your brain’s still running. You’re answering emails at dinner. You wake up at 2am thinking about that unfinished task.
Sound familiar?
In today’s always-on world, struggling to switch off isn’t just a personal problem—it’s a workplace one. And the cost to mental health is real.
Whether you’re in HR, leadership, or a culture role, it’s time to start treating this as a serious workplace wellbeing issue, not just a productivity glitch.
Why Can’t We Switch Off Anymore?
There are plenty of reasons people can’t fully disconnect from work:
Unclear boundaries between work and home (especially post-COVID)
Digital presenteeism—feeling pressure to be “always available”
Unspoken cultural cues that reward hustle, not rest
Fear of falling behind, missing out, or looking uncommitted
Lack of recovery time between back-to-back demands
But here’s the truth: humans aren’t machines. We’re not designed to operate at full speed all the time.
The Mental Health Fallout
When people struggle to switch off, it creates a loop of chronic stress. Over time, this can lead to:
Burnout and emotional exhaustion
Anxiety and disrupted sleep
Mood swings, irritability and reduced focus
Strained relationships outside of work
Increased absenteeism and presenteeism
It chips away at wellbeing—and performance suffers too.
For Leaders & HR: What You Can Do
1. Model it yourself
If leaders are online at 10pm, teams feel like they have to be too. Switch off visibly. It sends a powerful message.
2. Set boundaries as a team
Create shared agreements: no emails after hours, no meetings during lunch, protected focus time, and respect for time off.
3. Build a ‘recovery culture’
Promote micro-breaks, movement, mental health days, and actual disconnection during leave. Talk about it openly. Normalise rest.
4. Train leaders to recognise the signs
People may not say, “I’m struggling to switch off”—but they will show signs of stress, fatigue or disengagement. Know what to look for.
5. Offer real support
Make sure your people know what’s available—whether it’s EAP, coaching, or MHFA-trained colleagues who can support without judgement.
What Employees Need to Hear
"It’s okay to log off. You don’t need to earn your rest."
"Being available 24/7 isn’t a badge of honour—it’s a red flag."
"Taking time to reset isn’t selfish. It’s smart."
Sometimes, people just need permission to switch off—and a workplace culture that actually supports it.
This is about more than switching off your laptop.
It’s about switching off your mind—so you can come back with clarity, energy and perspective.
Because when people can disconnect well, they reconnect better.