Struggling to Switch Off? It’s Taking a Toll on Mental Health

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.