Is “June Blues” Really a June Problem, or Year-Round Work Fatigue?
Introduction: Is It Really a June Problem?
In Japan, the term “June Blues” is sometimes used to describe a drop in motivation, fatigue, and mental or physical discomfort after the start of the new fiscal or academic year.
A Mynavi survey reported that one in five full-time employees had experienced “June Blues.”
The reported triggers included:
- Adjusting to new work conditions
- Dissatisfaction with bonuses or evaluations
- Fewer public holidays
- Rainy season weather and atmospheric pressure
- Fatigue
- Lower work motivation
But there is an important question:
Is this really a June-specific problem?
In May, people feel tired after long holidays.
In June, there are fewer holidays and evaluation-related frustrations.
In July and August, heat becomes exhausting.
In September, summer fatigue remains.
In December, work gets busy.
In March, the fiscal year ends.
In April, the new year brings changes.
If every month has a reason to feel exhausted, maybe the problem is not June.
Maybe “June Blues” is just a label placed on year-round work fatigue.
“June Blues” Is Not a Medical Diagnosis
The Mynavi survey notes that “June Blues” is not a medical diagnosis. It is based on respondents’ self-recognition.
This matters.
The survey does not show the medical prevalence of a disease.
It shows that many employees recognize a combination of:
- Fatigue
- Lower motivation
- Difficulty engaging with work
- Environmental adjustment
- Dissatisfaction with evaluations or bonuses
- Weather-related discomfort
as “June Blues.”
So it may be more accurate to see this as:
work fatigue, dissatisfaction, and poor recovery becoming more visible in June
rather than a disease that exists only in June.
One in Five Is Too Many to Treat as an Individual Weakness
If one in five full-time employees have experienced this, the number is too large to dismiss as a problem of weak individuals.
It suggests broader issues such as:
- Workload
- Evaluation systems
- Compensation
- Workplace relationships
- Lack of autonomy
- Difficulty taking leave
- Role changes after the new fiscal year
- Poor balance between effort and recovery
If younger employees report higher rates, it does not necessarily mean they are weak.
It may mean they are more directly affected by:
- New roles
- Unclear expectations
- Low autonomy
- Evaluation anxiety
- Lack of reward
- Workplace adjustment
The problem may be structural.
Dissatisfaction with Evaluation or Bonuses Is Not a Disease
One reported trigger for June Blues is dissatisfaction with bonuses or performance evaluations.
That is important.
If someone works hard but does not feel rewarded, motivation drops.
If prices and taxes rise but wages do not feel sufficient, motivation drops.
If overtime increases but evaluation does not feel fair, motivation drops.
This is not necessarily a mental illness.
It may be a normal response to a mismatch between work, reward, and recognition.
Calling it “June Blues” can make the issue look personal or seasonal.
But the real issue may be:
- Low perceived reward
- Unfair evaluation
- Mismatch between workload and compensation
- Lack of rest
- Lack of autonomy
- Poor workplace design
A seasonal label can hide structural causes.
If You Feel Bad Every Month, Start Tracking
If you think you may have June Blues, the first step is not to find a label.
The first step is to track your condition.
Without records, everything feels vague.
“I feel tired.”
“I do not want to go to work.”
“I have no motivation.”
“I am sleepy.”
“My head hurts.”
“I do not want to talk to anyone.”
These feelings are real, but they do not show the pattern.
If you track your condition for one to three months, you may begin to see what is actually happening.
What to Track
A simple log is enough.
| Item | Example |
|---|---|
| Date and day | June 3, Wednesday |
| Sleep | 5.5 hours |
| Morning condition | Sleepy, do not want to go to work |
| Afternoon condition | Slightly recovered |
| Evening condition | Normal |
| Mood score | 4 out of 10 |
| Work events | Meeting, evaluation interview, manager interaction |
| Overtime | 1.5 hours |
| Physical symptoms | Headache, fatigue, stomach discomfort |
| Weather | Rain, humid |
| Recovery action | Walk, shower, nap, sweet drink |
| After recovery | Better in the afternoon |
| Notes | Morning was the worst |
After recording this for a while, you may notice patterns such as:
- Monday mornings are always bad
- You crash when you sleep less than six hours
- Meetings lower your mood
- Evaluations affect your motivation
- Overtime affects you two or three days later
- Rainy days bring headaches
- Mornings are bad but afternoons are fine
- Walking or showers help recovery
- Crowded places drain you
This is much more useful than simply calling it “June Blues.”
Separate “June-Specific” from “Always Tired”
Tracking helps you separate different patterns.
1. It Really Happens Mostly in June
New fiscal-year fatigue, fewer holidays, rainy season weather, and evaluation timing may be overlapping.
In this case, planned rest before and during June may help.
2. It Happens Every Month
If you are exhausted every month, it may not be a seasonal issue.
It may be chronic work fatigue.
The solution may involve sleep, workload, recovery, boundaries, job design, or workplace relationships.
3. It Happens Around Specific Events
You may notice that your mood drops around meetings, deadlines, evaluations, or interactions with a specific person.
Then the issue is not the month.
It is the event.
4. It Happens Mostly in the Morning
If mornings are bad but afternoons improve, the issue may be related to sleep, nervous system activation, or morning routines.
Do not make major life decisions based only on your worst morning state.
What Companies Should Look At
If companies feel that mental health consultations increase in June, they should not only tell employees to take care of themselves.
They should also check workplace design.
Questions to ask:
- Are role changes after April too unclear?
- Are evaluations and bonuses perceived as fair?
- Is workload realistic?
- Is overtime becoming normal?
- Can employees take leave?
- Are manager interviews supportive or intimidating?
- Can young employees consult safely?
- Do employees feel rewarded?
- Is responsibility balanced with authority?
If many employees struggle in June, the company should ask:
What about our work design makes June difficult?
Do Not Let Seasonal Labels Hide Structural Problems
Labels such as May Blues, June Blues, summer fatigue, year-end fatigue, and fiscal-year-end fatigue can be useful.
They help people name their condition.
But labels can also hide causes.
The real causes may be:
- Long working hours
- Dissatisfaction with evaluation
- Low compensation
- Workplace relationships
- Lack of autonomy
- Difficulty taking time off
- Too much dependency on specific people
- Manager behavior
- Commuting stress
- Sleep deprivation
If all of this is summarized as “June Blues,” the problem may become too individualized.
Personal care matters.
Professional help may be necessary when symptoms are severe or persistent.
But structural factors also matter.
Tracking Is Not for Blaming Yourself
The purpose of tracking is not to blame yourself.
It is not to say:
“I am weak.”
“I am failing again.”
“I should be stronger.”
The purpose is to protect yourself.
Tracking helps you:
- Understand what lowers your condition
- Understand what helps recovery
- Avoid bad combinations
- Plan rest
- Explain your condition when consulting someone
- See whether the workplace itself is the issue
With records, “I feel bad for some reason” becomes:
“When I sleep less than six hours and have a morning meeting, I crash.”
That is actionable.
Conclusion: Maybe the Problem Is Not June, but Lack of Tracking
One in five full-time employees experiencing “June Blues” is a large number.
But treating it only as a June-specific issue may miss the point.
The real factors may include:
- New-year fatigue
- Dissatisfaction with evaluations
- Low sense of reward
- Fewer holidays
- Rainy season weather
- Sleep deprivation
- Overtime
- Workplace relationships
- Lack of recovery
Before naming it June Blues, track it.
Track sleep, weekdays, overtime, meetings, evaluations, weather, mood, physical symptoms, and recovery actions.
Then ask:
Is this really June?
Is it every month?
Is it Monday morning?
Is it evaluation season?
Is it sleep deprivation?
Is it a workplace design problem?
Naming the problem is useful.
But recording the pattern is more useful.
If every month feels bad, it may not be a seasonal illness.
It may be a signal that your work, rest, reward, and recovery system need to be redesigned.
References (3)
- Mynavi News Release, “正社員の5人に1人が『六月病』を経験”
https://www.mynavi.jp/news/2026/05/post_53437.html - Ministry of Health, Labour and Welfare, Kokoro no Mimi
https://kokoro.mhlw.go.jp/ - Google AdSense Help, RPM
https://support.google.com/adsense/answer/112032
