Eight ways mobility-led working can support remote employee wellbeing
As UK employers face growing concerns around winter burnout, disengagement and Seasonal Affective Disorder (SAD), new expert guidance suggests that mobility-led working could play a valuable role in supporting the wellbeing and productivity of remote teams during the darker months.
With search interest in ‘Seasonal Affective Disorder’ rising and around 2 million people in the UK affected each year, symptoms typically peak between December and February. Reduced daylight, prolonged time indoors and limited movement are known contributors to seasonal dips in mood, focus and motivation - particularly among remote workers.
Experts say this presents a challenge for HR leaders and people managers, many of whom are already navigating winter absenteeism, isolation among remote staff and declining engagement levels.
To support employers during this period, Dave Williams, a specialist at Choose Leisure, has released new wellbeing guidance outlining how varied working locations and short work-related travel can help mitigate winter wellbeing risks for remote employees.
“Winter can be one of the most challenging periods for remote workers,” says Williams. “Spending months working in the same indoor environment, with limited daylight exposure, creates ideal conditions for SAD and emotional fatigue. From an employer perspective, this often shows up as lower energy, reduced focus and increased disengagement.
“Even small changes, such as encouraging staff to work from different locations occasionally or build short ‘work getaways’ into their routine, can have a noticeable impact on wellbeing. Mobility isn’t just a lifestyle trend anymore – it’s becoming a practical wellbeing tool for modern workplaces.”
Williams adds that employers are increasingly seeing staff explore flexible setups such as temporary work locations, portable offices and short domestic trips that allow greater access to daylight, green and blue spaces, and movement during the working day.
“Natural environments, such as coastal areas, parks, woodland and open landscapes, are proven mood boosters. When employees are supported to rethink what a ‘remote office’ can look like, we see improvements in clarity, motivation and overall mental health, particularly during winter.”
Recent data shows interest in ‘workcations’ has grown significantly in the UK by 5000 per cent, with nearly half (46 per cent) of office workers having already taken one. HR specialists note that such trends reflect a broader shift toward outcome-focused working and wellbeing-led flexibility.
8 HR-friendly ways employers can support remote staff wellbeing this winter:
Experts suggest HR teams and people managers can incorporate the following strategies into winter wellbeing guidance for remote employees:
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Encourage daylight-first working - Support staff in positioning workspaces near natural light where possible.
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Promote micro-travel flexibility - Even short trips or changes of location can help interrupt SAD triggers.
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Support nature-based working environments - Encourage working near green or blue spaces when feasible.
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Provide access to SAD or daylight lamps - Particularly useful for early starts or darker regions.
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Reframe commutes as wellbeing time - Walking or cycling routes before logging on can improve mood and focus.
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Encourage outdoor breaks - Suggest lunch breaks or calls taken outdoors where possible.
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Build winter wellbeing routines - Fortnightly or monthly changes of environment can boost motivation.
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Address social isolation - Encourage connection through coworking, group travel or shared workspaces.
As hybrid and remote working models continue to evolve, experts believe winter mobility will become an increasingly valuable tool for employers seeking to protect wellbeing, engagement and retention throughout Q1.
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