I don’t know about you, but my summers as a kid were a lot longer than they are now! This Elder Millennial recalls getting out of school in June and not coming back until September. I ditched my uniform and backpack for my bathing suit and boogie board and spent every hour I possibly could at the beach. If I wasn’t there, I was with friends at the movie theater or at the mall ON A WEEKDAY. Do any of you remember the Sweet Factory?

Maybe I’m dating myself (like I already haven’t…) but those teal-striped bags of sour ropes, white chocolate pretzels and jelly beans were well worth half my weekly allowance! For many of us, summer conjures up fond memories of the freedom and adventures we looked forward to all year at school. And for our parents, it was similar. I remember during a few summers in my childhood, my family would go to the Philippines for a whole month to visit my mom’s family and spend time on (I argue) some of the most beautiful beaches in the world, and my dad did not worry at all about taking that much time off work. While the attitude toward taking extended time off the clock for vacation has changed since then, we still associate Summer with slowing down, recharging, and making memories with family and friends. Right?

Well, not exactly. In today’s world that has us all connected to our phones and running on ever-turning hamster wheels, a relaxing summer with the people you love the most isn’t everyone’s reality. While some employees are counting down the days until their next getaway, others may be quietly navigating a very different summer. They may be living far from family, grieving the loss of a loved one, managing financial pressures that make travel impossible, or simply feeling isolated as colleagues head off on vacation. For these individuals, summer can amplify feelings of loneliness and disconnection rather than provide relief. As employers continue to prioritize workplace mental health, summer presents an opportunity to broaden the conversation. Supporting employee wellbeing isn’t just about encouraging time off. It’s also about fostering a sense of belonging for those who remain at work.

Vacation Matters, and So Does Permission to Take It

There’s no question that rest is good for people and good for business. Time away from work allows employees to recover from stress, reduce the risk of burnout, and return with greater energy and focus.

Yet many employees still hesitate to use their vacation time. Whether it’s fear of falling behind, workload concerns, or feeling guilty about being away, too many people stay connected when they should be disconnecting.

Leaders play an important role in changing that culture. Encouraging employees to take their earned time off, modelling healthy boundaries, and respecting vacation time by limiting after-hours communication sends a powerful message. Rest isn’t a reward. It’s an essential part of sustainable performance.

Summer Isn’t Restful for Everyone

While conversations about summer wellness often focus on vacations, it’s important to recognize that not everyone has access to the same experiences.

Some employees spend the summer caring for aging parents or young children instead of relaxing. Others can’t afford to travel because of rising living costs. Employees who have relocated for work, live alone, or are new to a community may find that social invitations become fewer as friends and colleagues leave town.

For people experiencing grief, separation, or loneliness, social media can intensify feelings of missing out as vacation photos and family gatherings fill their feeds.

These experiences are more common than many people realize. According to the Gallup State of the Global Workplace Report, one in five employees worldwide reported feeling lonely, with younger workers and fully remote employees reporting even higher levels of loneliness. Gallup also found that employees who feel connected and engaged at work are significantly less likely to experience loneliness.

Work can’t replace family or close friendships, but it can provide something equally valuable: a sense of community and belonging.

Small Moments of Connection Make a Big Difference

Creating a connected workplace doesn’t require elaborate wellness programs or expensive initiatives. Often, it’s the small, consistent actions that help employees feel seen and included.

Managers can start by checking in with employees who remain at work while others are away. Rather than assuming everyone has exciting summer plans, ask open-ended questions such as, “What are you looking forward to this summer?” or “How are things going lately?” These conversations create space for employees to share what matters to them without feeling excluded.

Teams can also create optional opportunities for connection, including:

• Walking meetings or lunchtime walks
• Casual coffee chats
• Team volunteer activities
• Potluck lunches or monthly team lunch at a local spot
• Peer recognition initiatives
• Cross-department networking events/happy hours
• Summer Fridays (earlier dismissal, option to WFH, casual dress, AM bagels/donuts/coffee, etc.)

The key word is optional. Employees should never feel obligated to participate in social activities, but knowing those opportunities exist can help reduce feelings of isolation.

Belonging Is a Protective Factor

Psychological safety and belonging have become central themes in workplace wellbeing, and for good reason.

The American Psychological Association’s 2024 Work in America Survey found that younger workers are more likely to report feeling stressed, isolated, and emotionally exhausted. The survey also highlights that feeling valued and supported by colleagues and managers is closely linked to better mental health and job satisfaction.

Belonging isn’t created through one annual team-building event. It’s built through everyday interactions. Greeting someone by name, inviting them into conversations, recognizing their contributions, and showing genuine interest in how they’re doing all contribute to a workplace where people feel they matter.

Supporting Every Kind of Summer

An inclusive approach to summer wellbeing acknowledges that people recharge differently.

For some, the perfect reset is two weeks on a beach. For others, it’s a staycation at home, flexible work hours to enjoy longer evenings, time with friends, or simply having a manageable workload.

The most supportive workplaces avoid assuming what wellbeing “should” look like. Instead, they create flexibility, encourage healthy boundaries, and foster meaningful human connection.

As summer unfolds, organizations have an opportunity to think beyond vacation policies. Encouraging employees to unplug is important, but so is recognizing that not everyone experiences this season in the same way. By making space for both rest and connection, workplaces can create an environment where every employee feels supported, whether they’re returning from a beach vacation or simply showing up for another day at work.

My name is Ligaya.

In Tagalog, Ligaya means joy. It means happiness.

My mom is a nurse from the Philippines (shocking, right?), and my dad is a chemical engineer from Pittsburgh.

People have asked me about my name my entire life. The answer has always been easy: “It means happiness”.

The harder question is whether I’ve always felt it.

The truth is, there were periods of my life when I was anything but happy.

Like many professionals, I experienced multiple bouts of anxiety while building what appeared to be a successful career. During these bouts of anxiety I would experience throughout my 20’s and early 30’s, I would normally spend about six weeks waiting for my SSRI to kick in (there is NO shame in using medication, by the way…). During this time, I was functioning as what experts call a presentee employee- showing up to work, attending meetings, hitting deadlines, and appearing productive while quietly struggling underneath the surface.

No one knew.

Not my colleagues.

Not my managers.

Not the leaders who continued to promote me and invest in my growth.

From the outside, I looked confident and capable.

Inside, I was barely holding it together.

Ironically, while privately managing anxiety, I was thriving professionally.

I spent much of my career at Fox, where I found something increasingly rare in today’s workplace: community. I had mentors who believed in me, leaders who challenged me, and colleagues who became lifelong friends. At 25, I co-founded and captained the Fox Triathlon Team, which over the next 10 years became a formidable presence among studio teams at the annual Malibu Triathlon and raised close to $1 million for Children’s Hospital Los Angeles. More importantly, I witnessed firsthand the power of community, connection, and shared purpose to transform lives. Long before workplace well-being became a professional focus for me, I saw how bringing people together around health, challenge, and service could strengthen both individual resilience and organizational culture.

I learned during my time at Fox that people don’t just stay at a company because of a paycheck. They stay because they feel connected- to a purpose, to their colleagues and to something larger than themselves.

That experience shaped a belief I still hold today:

Employee well-being isn’t a perk. It’s a business imperative.

For me, Fox wasn’t just a place to work.

It was my community-  a place I belonged.

Then everything changed.

The Disney acquisition of  Twentieth Century Fox in 2019, the pandemic, pregnancy, and remote work arrived in rapid succession. Almost overnight, the workplace community I loved disappeared.

What I didn’t realize at the time was that losing my professional home would ultimately lead me to discover my purpose.

A few years later, I found myself facing severe Postpartum Anxiety and Postpartum OCD. Despite having a supportive family, a successful career, and every reason to feel grateful, I was struggling in ways I never imagined possible. I didn’t know what to do or where to go for help.

That experience taught me something I now teach employers every day:

Access to care means very little if people don’t know where to go, how to get help, or feel safe enough to ask for it.

After a long recovery, I realized the corporate work I had been doing my whole life was no longer fulfilling to me. I wanted to help people! Sounds cheesy, but it’s true. I started my podcast “Let’s Get Mental” in 2022 – which was recently reimagined and relaunched with its 32nd episode and has a modest but growing Instagram following of ~4500 – chronicling my early years with Anxiety, my struggle through Postpartum and various other mental health topics. Through podcasting and developing a platform for maternal mental health awareness, I found my way into mental health advocacy, eventually becoming a Certified Peer Support Specialist and going to work for NAMI GLAC (National Alliance on Mental Illness Greater Los Angeles County). I first stood up their warmline and created a community outreach team called “Connect With Hope”, and later became the Director of Corporate Outreach which was fitting given my 15 years of corporate work experience prior to NAMI.

In that role, I partnered with organizations across industries- from law firms and healthcare organizations to construction companies and property management firms- and I discovered something fascinating.

Every industry has unique challenges.

Every employee has a unique story.

But one issue showed up almost everywhere:

Burnout.

Executives talked about it.

Managers talked about it.

Employees talked about it.

And yet many organizations were still relying on the same approach: an EAP (Employee Assistance Program), a wellness fair, and perhaps a mental health presentation once a year.

Here’s something for leaders to think about:

Research consistently shows that organizations investing in employee mental health see measurable returns in productivity, engagement, retention, and performance. At the same time, employees increasingly rank culture and well-being alongside compensation when deciding where to work- and whether to stay.

The question isn’t whether mental health impacts your organization.

It already does.

The question is whether you’re addressing it intentionally.

That’s the work I do today.

I help organizations move beyond checking the box.

I provide practical coping and preventative skills that can be utilized immediately, in any work environment.

I speak, train, and consult on workplace mental health, burnout prevention, provide manager mental health training, and work to continuously improve psychological safety and employee well-being. But what I’m most passionate about is helping organizations create ongoing programs that drive real culture change- not just awareness.

Because people perform their best work when they feel supported as human beings first.

And because we spend too much of our lives at work for it not to matter.

So if you’re an HR leader, executive, manager, or business owner wondering how to create a healthier, more resilient workplace, I’d love to hear your story.

Tell me what’s working.

Tell me what’s not.

Tell me where your people are struggling.

And let’s figure out what meaningful change could look like together.

After all, my name is Ligaya. And no, I did not just name a company after myself. I named it after my purpose.

Helping people find a little more happiness at work, and hopefully their personal life too, feels like exactly what I was meant to do.

So… call me, maybe?