Seasonal affective disorder, which affects about 5% of the U.S. population, can negatively impact mood, energy levels, alertness, concentration and reaction time.
Autumn in New England brings more than pumpkin spice, football and apples — it begins the shift to shorter days and longer nights. In the months of September and October, Massachusetts loses nearly three hours of daylight, and that trend continues until we reach the winter solstice in December, when we experience just over nine hours of daylight.
For some people, this significant loss of light can worsen their mood, sap energy, and impair concentration due to what’s known as seasonal affective disorder, or SAD. It’s a condition that can heighten risk both on and off the job.
The American Psychiatric Association estimates that about 5% of adults in the United States experience seasonal affective disorder, with symptoms lasting for as much as 40% of the year. Rates are higher in northern states like Massachusetts and among younger workers and women.
In addition, about 10% to 20% of the U.S. population experiences the “winter blues,” which is milder than full SAD, but shares many of the same symptoms.
Why it matters
SAD is a recurrent form of depression tied to seasonal changes. Core symptoms include low mood, reduced energy, oversleeping, carbohydrate cravings, slowed thinking, and difficulty concentrating.
For municipal employees, these symptoms can undermine alertness, judgment, and reaction time — a serious concern when plowing roads, operating public works equipment, driving buses, or managing public safety incidents.
Research shows that depressive symptoms increase the odds of workplace injury, even after accounting for prior injuries. Fatigue — often more severe during dark winter months — is another compounding risk.
Dark conditions also raise hazards for commuting and outdoor duties. Data from the National Highway Traffic Safety Administration indicates that most pedestrian fatalities occur in dark conditions, with winter evenings (6-8:59 p.m.) being especially dangerous.
What helps
The good news is that SAD is treatable. Employers can help reduce risk and support employees by combining policy, workplace design, and benefits guidance.
1. Normalize screening and seeking help.
Each fall, supervisors should remind employees that SAD is common and treatable. Encourage staff to use the Employee Assistance Program or their health benefits.
2. Connect employees with effective treatments.
The National Institute of Mental Health recommends light therapy, cognitive-behavioral therapy, medication, and vitamin D (when deficient) as options for treatment.
Light therapy with a 10,000-lux light box often reduces symptoms, especially when started early in the season.
Cognitive-behavioral therapy is as effective as light therapy, and offers more durable benefits across multiple winters.
FDA-approved medications can help prevent recurrent SAD episodes. Have employees check with their health plan to see if it can provide access when appropriate.
3. Adjust schedules to maximize daylight and reduce fatigue.
When operations allow, hold trainings or high-focus tasks during daylight hours.
4. Improve workplace lighting.
Typical office lighting (300–500 lux) may not be enough. Guidance suggests about 250 melanopic lux at the eye during the day to support alertness. Alternatives include moving workstations to be near windows, using brighter fixtures in common spaces, or designating “bright break” rooms.
5. Promote protective routines.
Encourage consistent sleep schedules, outdoor breaks, regular exercise, and morale-boosting team activities. These small steps build resilience.
6. Integrate with municipal safety protocols.
Fold SAD and fatigue awareness into winter tailgate talks. Emphasize reflective personal protective equipment, temporary lighting at work sites, and buddy checks for night crews. These steps align with broader efforts to reduce pedestrian and roadside worker injury risks.
For Massachusetts cities and towns, SAD is more than a health issue; it’s a workforce safety and risk-management concern. Supporting employees through awareness, health benefits, and workplace adjustments can help prevent accidents, improve morale, and sustain staffing through the winter season.
