As the year draws to a close, many of us find ourselves reflecting on the months gone by – what we’ve achieved, the challenges, and how we’ve grown. For HR professionals, 2025 has likely been a year of supporting others through change, while balancing competing priorities. Amidst all this, it’s easy to overlook our own wellbeing.
Taking time to rest and recharge isn’t just beneficial – it’s essential. Research consistently shows that regular breaks improve mental clarity, reduce stress, and enhance overall performance. The Australian Public Service Commission (APSC) highlights this in its guidance on strategies to help minimise the surprising causes of burnout, noting that chronic stress can lead to burnout and that recovery periods are vital to maintaining mental, physical and emotional wellbeing.
For those in HR, who often serve as the emotional backbone of their organisations, prioritising personal wellbeing is a vital part of sustaining the energy and empathy required to support others.
The power of pause
The end-of-year break offers a valuable opportunity to truly switch off. Whether it’s a few days or a few weeks, stepping away from work allows the mind and body to recover from the cumulative stress of the year. It’s a chance to reconnect with what brings you joy – whether that’s spending time with loved ones, being outdoors, reading, or simply doing nothing at all.
To make the most of your break, consider setting clear boundaries. Turn off work notifications, set an out-of-office message that encourages others to respect your time away, and resist the urge to check emails. Give yourself permission to fully disconnect.
Modelling wellbeing in the workplace
As HR professionals, we play a key role in shaping workplace culture. By prioritising our own wellbeing, we send a powerful message to others: that rest is not a reward, but a right. Encourage your teams to plan their leave, take regular breaks, and seek support when needed. Promote the use of wellbeing resources, and create space for conversations about mental health and self-care.
The APSC’s ADDRESS Model is a valuable tool for identifying and responding to psychosocial risks in the workplace. It focuses on areas such as autonomy, demands, recognition, and support – key factors that influence wellbeing and performance. Additionally, APS Academy offers a Mental Health and Wellbeing Learning Bite designed to help team leaders foster psychological safety.
Recognising diverse experiences during the festive season
Whilst there can be lots of talk around the office about parties and travel, it’s important to recognise not everyone will be embracing the end of year celebrations. Be curious and open to how others might be spending their time around the Christmas period. Take a moment to check in those around you. Listen out for cues that someone might need time for a quiet chat. If you are managing staff, be ready to engage in conversations about temporary adjustments to working hours or understanding of people’s need to take leave to support them with navigating their responsibilities at this time of the year.
If your department or agency offers wellbeing programs or access to Employee Assistance Services, consider sharing these in your end-of-year communications. A gentle reminder can go a long way in helping others feel supported.
Looking ahead with intention
As we prepare to enter 2026, it’s worth considering how we can carry the lessons of rest and recovery into the new year. What does wellbeing look like for you? What habits or boundaries can you establish to protect your energy and focus? Setting small, achievable goals like taking lunch breaks away from your desk or scheduling regular check-ins with yourself, can make a meaningful difference.
Let this season be a time to pause, reflect, and reset. You’ve supported others all year – now it’s time to support yourself.