Is your social feed full of “remember 2016?” posts? Playing off that trend, we thought it would be fun to look back at the headline article published in EPTW this week in 2016, “Can Lack of Daylight Affect Performance?” Ten years later, plenty has changed, but for those of us in the Midwest, winter still looks and feels the same. Cold mornings, short days, and heading to and from work in the dark are still part of the routine for many. The question we asked back then still holds up today: does a lack of daylight affect employee performance? The answer is yes, and in some ways the conversation is even more relevant today.
Seasonal Affective Disorder: Still Real, Still Impactful
Seasonal Affective Disorder, often referred to as SAD, was well established by 2016 as a legitimate medical condition, not a passing case of winter blues. That remains true in 2026. SAD is a form of depression that occurs during the same season each year, most commonly between November and March, and it affects millions of Americans annually.
Symptoms can include low mood, fatigue, irritability, withdrawal, difficulty concentrating, and loss of motivation. In a workplace setting, those symptoms may show up as attendance challenges, reduced productivity, disengagement, or strained working relationships.
While we have made strides in conversations around mental health over the last decade, SAD can still be overlooked because it is seasonal and often invisible.
Legal Considerations HR Still Needs to Remember
One detail from the 2016 discussion that remains especially relevant is the legal lens. Courts continue to recognize SAD as a condition that may qualify as a disability under the Americans with Disabilities Act, depending on severity and impact.
A notable case from the Midwest in the early 2010s helped reinforce that employers must take accommodation requests seriously, including those related to access to natural light. That precedent still matters. HR leaders and managers need to understand when an accommodation request may trigger ADA obligations and how to engage in the interactive process appropriately.
What Has Changed Since 2016?
Work has evolved. Remote and hybrid models are far more common. Conversations about well-being are more open. Technology allows for greater flexibility.
What has not changed is biology. Reduced daylight can still disrupt circadian rhythms, affect serotonin levels, and influence mood and energy. Even employees working remotely may struggle if they are indoors all day during the darkest months of the year.
Practical Ways Employers Can Support Employees Today
Many of the strategies discussed in 2016 still hold up, with a few modern twists:
- Take accommodation requests seriously. A medical diagnosis may support the need for tools like light therapy or workspace adjustments.
- Ensure managers understand ADA basics and know when to involve HR.
- Educate employees about SAD and encourage proactive coping strategies, including behavioral approaches that counter withdrawal and inactivity.
- Encourage time away from the desk. A short walk outdoors during daylight hours can make a difference.
- Offer flexibility when possible. Adjusted start times, remote days, or seating near natural light can help reduce symptoms.
- Normalize the conversation. Let employees know that seasonal challenges are recognized and that support is available.
A Timeless HR Reminder
Looking back to 2016 is a helpful reminder that while trends come and go, core HR responsibilities remain steady. Supporting employee well-being, understanding legal obligations, and equipping managers to respond with empathy are not tied to any one year.
ASE continues to support employers with compliance education, ADA and FMLA training, and practical manager development resources to help navigate complex employee situations, in every season. View our catalog of training courses here.