Two-fifths of employees experience what researchers have dubbed ‘the post-vacation turnover effect’, meaning they come back to work and feel stuck and think about quitting.
The finding has prompted calls for HR leaders to watch for disengagement and signs people are looking to leave when they return from holiday.
The poll of more than 450 professionals on LinkedIn, conducted by employee development provider Insights, found that 40 percent of professionals experience a “slow start” after coming back from holiday.
One in four employees said they reconsider their career direction during time off, with researchers saying that the weeks following summer leave are a critical window where employees may be most at risk of disengagement or even departure.
David Bowes, head of people at Insights, said: “For many, the return from summer holidays marks a psychological reset, as proven by these results. Time off is often a catalyst for reflection and for some, that reflection prompts major career re-evaluation. For leaders and HR teams, the message is clear: the return-from-holiday window is a prime opportunity to re-engage staff and strengthen retention. By not doing so, they may risk losing some of their best people.”
The findings build on other research showing that up to 75 percent of employees feel anxious about returning from summer breaks, a phenomenon often likened to the “Sunday scaries”.
HR leaders and learning specialists interviewed by Insights emphasised the importance of preparation, empathy and human-centred leadership in tackling the risk.
Rachel Galloway, HR business partner and insights practitioner at Eaton Manufacturing, said: “Set yourself, and your team, up for success by planning ahead before taking time off. Clear critical priorities and ensure no urgent deliverables are due during your absence. Since emails can be time-consuming, review and flag important messages with task reminders and deadlines before you leave.
“Communicate your availability to your team and designate a clear point of contact to maintain continuity. Finally, block the first few hours of your first day back to catch up on communications and meeting invites. This simple preparation supports a calm, focused return and helps you mentally switch off, knowing everything is in place.”
Al Goel, global learning leader, insights practitioner and former Sanofi and Deloitte executive, said: “When people return, I prioritise brief, informal check-ins. These aren’t status updates, they’re human moments. I ask, ‘How was your time away?’ and genuinely listen.
“This small act builds psychological safety and trust, especially important post-vacation. I’ll also ask how I can support them with immediate priorities to ease the transition and help them regain momentum. It sets a tone of care before diving into tasks.”
Andy Dowling, chief executive of The Colour Works, said: “Too often, holiday planning is treated like an afterthought. But when people leave work anxious, they’re not recharging, they’re bracing. One motto we live by is: ‘We want the best of you, not what’s left of you.’
“Treat holidays as part of delivery planning. Make it a shared, upfront agreement, and ensure cover is in place.”
He said that when people return, managers and HR need to make time for a proper check-in, something as simple as ‘We missed you, welcome back!’, or ‘Here’s what you missed, and how can we support you to get back in flow?’.
He added: “A smooth return is much easier when you’ve built the runway before take-off.”
Gerben Willemse, L&D consultant and owner of Light Up!, based in the Netherlands, said: “Invite your team to share one or two insights from their holiday, either in a virtual space like Teams or physically, on a flipchart in the office. Start by sharing your own reflections: What did your time away teach you as a leader? What might you do differently this month?
“Yes, you’ll get humorous answers like ‘drink more wine at work’ or ‘bring back siestas’ but beneath that humour you’re actually building connections, creativity, and long-term engagement.”
Bowes added: “Post-summer is a strategic moment to reset energy, rebuild connection, and renew purpose. Leaders who approach it with empathy, planning, and a people-first mindset can transform a potential slump into a launchpad for high performance.”
