Rethinking self-care: How we look after ourselves and our teams at work

July 24th marks International Self-Care Day — a reminder to pause and reflect on how we’re looking after ourselves. But in the world of work, self-care shouldn’t be limited to a single date. For HR and L&D leaders, it’s time to rethink what self-care really means. Not just as a personal practice, but as a shared responsibility.  

In this blog, we explore what self-care really is, and why it matters at work. As well as what it looks like in action, and how leaders can help create the conditions where both individuals and teams can thrive. 

What is self-care, really? 

Self-care goes beyond the clichés of spa days and journaling. It looks different for everyone, and often it’s the small practical things that matter most. At its heart, self-care is about the everyday habits that replenish our energy and restore balance. That might mean setting boundaries, moving your body, checking in with a friend, or asking for help. But just as important is how we treat ourselves. Self-compassion — being kind to ourselves, noticing our self-talk, and easing the pressure we put on ourselves — is a powerful part of self-care. At its best, self-care supports not just our physical health, but our emotional, mental, and relational wellbeing too. 

Why organisations can’t ignore self-care 

Burnout and poor mental health don’t just affect individuals; they take a serious toll on businesses too. In the UK alone, these issues are estimated to cost employers almost £56 billion a year in lost productivity, absenteeism, and turnover. The truth is that self-care isn’t a perk, it’s a long-term strategy for performance and retention. And yet, HR and L&D professionals are often so focused on supporting others, they forget to protect their own wellbeing.  

Making space for self-care in your work day 

Here are some ideas for integrating self-care into everyday work — small shifts that can have a big impact over time: 

Setting boundaries and sticking to them 

Protect your focus and wellbeing by defining when you’re available — and when you’re not. Clear boundaries help manage expectations and reduce overwhelm. 

Taking real breaks (not screen swaps) 

Step away from the laptop for a proper reset. A walk, a stretch, or a moment of quiet helps restore energy much more than jumping between screens. 

Saying no (or not now) 

Self-care means knowing your limits. It’s okay to push back or delay when you’re stretched — and it takes self-compassion to do so without guilt. You’ll set a healthy precedent for others too. 

Managing your energy, not just your time 

Pay attention to how and when you work best. Prioritising your high-energy hours and building in recovery time can make your day more sustainable. 

Using available support (EAPs, wellbeing sessions, coaching) 

Don’t wait for a crisis to ask for help. Make the most of the tools your workplace offers, because they are there to support you. 

Embedding self-care in workplace culture 

Self-care shouldn’t fall solely on individuals. Organisations play a big role in creating environments that protect and promote wellbeing. Here are some ways to make self-care part of the culture, and not just a personal responsibility: 

Training managers to support sustainable workloads  
Equip leaders with the skills to spot burnout risks, have supportive conversations, and set realistic expectations for their teams.                                                                                                    

Encouraging open conversations about mental health  
Create space where people feel safe to talk about how they’re really doing, without fear of judgement or consequence. 

Modelling healthy behaviours from the top 
When senior leaders take breaks, log off on time, or speak openly about wellbeing, it sets the tone for the whole organisation. 

Making flexible working supportive, not just available 
Flexibility only works when people feel able to use it. Encourage and normalise using flexible arrangements to protect wellbeing.

Designing wellbeing initiatives people actually use 
Co-create programmes based on real needs, from resilience coaching to team wellbeing sessions. It’s important to keep these offers simple, practical, and inclusive. 

Clear messaging around work-life boundaries 
Reinforce that it’s okay to switch off. From email etiquette to meeting norms, help teams draw a healthier line between work and life. 

A moment to pause – and reset                                                                                                                            

International Self-Care Day is a chance to hit pause and check in: how are you looking after yourself? And how are you helping others to do the same? Rethinking self-care means seeing it not as a personal indulgence, but as a shared value — one that’s woven into how we work, lead, and support each other. That includes showing ourselves compassion — in the way we speak to ourselves, and the pressure we let go of. When organisations build cultures that prioritise energy, balance, and agency, the benefits go far beyond wellbeing. They unlock stronger performance, better retention, and deeper trust. 

So, what are you doing to support self-care in yourself, and across your team? If you’re ready to make it a real priority at work, why not get in touch? We offer a range of coaching and wellbeing solutions designed to help your people thrive every day.