Ever feel as though your emotions interfere too much with your professional life? Perhaps colleagues have picked up on your mood changes, and you’re worried what others might think. Emotional lability doesn’t have to be a blocker to workplace success. In this post, we share helpful tips for managing it.
Emotional lability is a term used to describe rapid shifts in emotion. Somebody experiencing emotional lability might find themselves tackling intense ups and downs or “mood swings”. One minute, they may feel calm or well-regulated. The next, they may feel uncontrollable sadness or anger.
Common signs of emotional lability include:
Life can be especially tough for someone trying to cope with emotional lability at work. Colleagues may not understand their seemingly “over the top” reactions, mood changes may interfere with their tasks and projects, and they may feel deep regret or shame after an episode, much like in the aftermath of ADHD rage.
Emotional lability isn’t something to take at face value. Often, there’s more going on behind the scenes. The more understanding we have, the more we can break the stigma and ensure those affected get the help that they need.
The intense emotions experienced by someone with emotional lability may seem completely random or “out of the blue”, but the truth is, there’s often a deeper cause.
A person is more likely to experience emotional lability if they have a mental health condition that affects mood regulation. This could be anything from borderline personality disorder (BPD) to post-traumatic stress disorder (PTSD) or attention-deficit/hyperactivity disorder (ADHD).
Emotional lability can also appear in individuals who have a physical condition or injury that affects the brain, such as stroke, Parkinson’s, dementia, or Alzheimer’s. This is known as pseudobulbar affect (PBA) and causes uncontrollable emotions that don’t always match how a person feels on the inside.
Lastly, a person may also experience emotional lability if they:
When emotional lability messes with someone’s mood, it can start to affect their chances of professional growth. But what does this actually look like?
In the workplace, an employee might:
Struggle to work in a team: Teamwork can be tricky for staff with emotional lability. Rapid mood changes may impact relationships with colleagues, intense reactions to change might make project planning difficult, and involuntary disruptive behaviour may create tension across a team. These struggles may prevent someone from properly connecting with other staff, making them feel like an outsider.
Lose focus: Intense moods can affect concentration, making it harder for a person to complete their work. This can cause someone to fall behind and lose confidence, meaning they feel less confident about achieving success.
Face reduced opportunities: Someone who’s emotionally volatile may be seen as less likely to cope and, therefore, not offered more responsibility. While, from a manager’s perspective, this may seem like a caring, protective move, in certain situations, it may inadvertently hold someone back.
Need more time off: According to the CIPD’s Health and Wellbeing at Work Report 2025, mental-health-related absences are on the rise. When emotional lability isn’t managed, the need for absence increases. And if someone isn’t at work, they have no opportunity to get ahead.
If you personally experience emotional lability at work, you may feel embarrassed or frustrated by your behaviour, but remember, breaking the stigma isn’t just about shifting the attitudes of others. It means being kind to yourself, too. The more you judge yourself, the easier it is to lose control, so always start with self-compassion.
If you’re not affected by emotional lability yourself but believe you might have spotted it in a colleague, try to be kind and supportive. Although emotional lability can at times be disruptive, it’s crucial to recognise that the person may be facing an internal battle or mental health condition that you may not understand.
Managing emotional lability at work requires action both in and outside the workplace. If your emotions frequently flit between positive and negative throughout the day, use the following tips to reduce the frequency and severity of episodes:
Your physical health has a direct impact on your emotional stability. Getting enough sleep, eating a nutritious diet, and staying hydrated all help regulate your mood and energy levels. These simple lifestyle adjustments can make a big difference to how you manage your feelings.
Emotional lability affects everyone differently, depending on the underlying cause. What’s within your control may differ from someone else’s. For example, emotional changes related to ADHD might look different from those linked to PMDD. Try to accept these distinctions and focus on what you can manage, rather than comparing yourself or dwelling on what’s beyond your control.
High workloads, unclear expectations, or a demanding environment can all magnify emotional fluctuations. Reflect on whether external stressors are contributing to how you feel. If they are, consider adjusting your workload, setting clearer boundaries, or asking for support from a manager or colleague.
When emotions start to build, it’s perfectly okay to take a brief pause. Stepping away for a few minutes to breathe deeply, stretch, or do a short guided meditation can give you the space to calm down and regain perspective before re-engaging.
Be mindful of the language you use with yourself. Harsh self-criticism can become a self-fulfilling cycle, making emotional moments feel even harder to control. Instead of labelling yourself as “too emotional” or “out of control”, try to use kinder, more balanced statements such as: “I experience intense emotions, and that’s okay – it’s something I’m learning to manage.” Or, if you have a diagnosis like BPD, you might say: “My emotional state fluctuates because of my BPD. It’s part of who I am, but it doesn’t define me.”
No one should have to manage emotional lability on their own. If your emotions sometimes feel hard to handle at work, consider having a conversation with your manager about the following options:
Flexible work arrangements: Simple adjustments like flexible hours, remote working, or access to a quieter workspace can make a big difference. A bit more control over your routine and environment can help reduce stress and give you space to manage emotional ups and downs more comfortably.
1:1s to discuss needs and progress: Scheduling regular check-ins with your manager can create a supportive space to talk about how things are going. You might choose to keep a short record of your progress or set up a personal plan for managing intense emotions — for example, taking a short break, stepping outside, or doing a few deep breaths. Having a clear process ready can help you stay grounded in moments that feel overwhelming.
Employee Assistance Programmes (EAPs): Many workplaces offer Employee Assistance Programmes, which provide confidential access to counselling and wellbeing support. Reaching out to your EAP can connect you with trained professionals who can help you explore coping strategies and talk through what’s on your mind. It’s a safe and judgment-free place to get the support you deserve.
Eager to make a change? Emotional lability doesn’t define your worth or potential. Try these tips out yourself and keep your ambitions alive! Success is still within reach…
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