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Navigating Mental Health Leave: Prioritizing Employee Well-being
Experiencing a panic attack during a crucial work presentation highlighted a breaking point for marketing professional Carolina Lasso. Despite numerous successful presentations prior, this instance left her unable to speak, marking the onset of her journey towards prioritizing mental health in the workplace. Lasso’s experience underscores the increasing recognition of employee well-being and the availability of mental health leave as a critical support for individuals facing workplace stress and personal challenges. This article explores the importance of taking time off for mental health, navigating the process, and fostering open conversations to destigmatize these vital leaves of absence.
The Onset of Distress
“I felt a knot in my throat,” Lasso recounted, describing the sudden onset of her anxiety. “My head felt disconnected, as if it was in a bubble. Sensory input became distorted – hearing and sight were impaired, and time seemed to stretch immeasurably. Though brief, the episode felt profound and profoundly unsettling.”
Seeking Support and Taking Time Off
Following a demanding period marked by relocation and personal hardship, Lasso found herself struggling. Her employer suggested a mental health leave, an option she was previously unaware of. Despite initial anxieties about potential career repercussions and team perceptions, she ultimately decided to prioritize her health and take the recommended time off.
“I am grateful for the chance to dedicate time to healing,” Lasso, now 43, stated. “Many individuals grapple with unwarranted guilt when pursuing mental health-related leave. An unnecessary burden is often assumed, as if the situation is self-inflicted.”
Increasingly, adults are acknowledging the necessity of stepping away from professional obligations to address emotional burdens and psychological conditions impacting their lives. This recognition is mirrored by a growing number of employers who understand the significance of supporting employee mental well-being.
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Employer Initiatives and the Pandemic’s Impact
ComPsych Corp., a provider specializing in employee mental health programs and absence management, advocates for businesses to proactively prioritize worker well-being. Their approach emphasizes preventative measures and clear processes for employees needing leaves of absence.
Jennifer Birdsall, Senior Clinical Director at ComPsych, notes the pervasive impact of recent global events. “Since the beginning of the COVID-19 pandemic, we have collectively experienced continuous upheaval,” she explained. “We’ve been subjected to a constant barrage of change and uncertainty, contributing significantly to increased stress and mental health challenges.”
Common Diagnoses for Mental Health Leave
Data from Alight, a technology firm administering leave and benefits for major corporations, reveals the primary reasons for mental health leaves. Depression, anxiety, and adjustment disorder – characterized by excessive reactions to stress – were the most frequent diagnoses among employees taking such leaves within the past two years.
Structuring a Leave of Absence
A mental health leave can vary in duration, lasting from several weeks to months. Flexible arrangements, including reduced work schedules or intermittent leave for short periods as needed, are also sometimes accommodated.
In the United States, the Family and Medical Leave Act (FMLA) provides eligible employees at organizations with 50 or more staff members the right to request leave for serious health conditions. This federal law mandates up to 12 weeks of unpaid or paid leave, contingent on state and local regulations.
Employers may require employees to utilize accrued sick or vacation time to maintain income during leave. For extended leaves, short-term disability plans, if offered by the employer, can provide income support.
Lasso’s leave extended for six months and included therapy, along with travel for specialized treatment. Upon returning to her position, she ultimately transitioned out after a year, subsequently establishing a business focused on promoting compassionate workplace cultures.
A mental health leave is “not just permissible, but genuinely transformative,” Lasso emphasized. “It creates space for essential self-care – therapy, medication, or other interventions – and provides critical distance from work demands, facilitating reconnection with oneself.”
Open Dialogue and Overcoming Stigma
Social stigma surrounding mental health challenges often deters individuals from seeking help or requesting leave. Newton Cheng, Director of Health and Performance at Google, is actively working to dismantle this stigma by openly sharing his own experiences.
Cheng’s initial disclosure occurred during a pandemic-era meeting when a senior manager invited employees to share their well-being status. When his turn arrived, Cheng found himself overcome with emotion.
He conveyed his struggle to meet self-imposed expectations as a father and his uncertainty about navigating his challenges.
“It was personally terrifying,” Cheng admitted. “Firstly, I had cried in front of colleagues, contradicting professional norms and masculine stereotypes instilled in me. Secondly, articulating these struggles aloud was unprecedented. I hadn’t even permitted myself to acknowledge these thoughts internally, and now they were spoken and unavoidable.”
Colleagues responded with empathy, sharing their own struggles. However, Cheng’s difficulties persisted. By February 2021, he experienced debilitating dread, rendering him unable to leave bed. A therapist diagnosed him with major depression and anxiety.
“I realized the depth of my struggles and that superficial solutions were insufficient,” Cheng recalled. “I recognized the necessity of taking leave to address the underlying issues.”
In a move intended to empower others, Cheng publicly announced his planned mental health leave to 200 conference attendees. Contrary to his fears of disruption, his transparency inspired others to share their own experiences openly.
“It sparked a remarkable reaction,” Cheng described. “People were surprised and inspired by my openness, and the focus shifted away from me as individuals felt empowered to discuss their own challenges. It established a climate of openness and encouraged others to engage in vulnerable conversations.”
Prioritizing Your Well-being: Take the Time You Need
Balancing full-time employment and college studies in her final year, Rosalie Mae experienced increasing difficulty getting out of bed and uncontrollable crying spells. She felt obligated to “maintain composure” to avoid burdening colleagues at the University of Utah bookstore, where she worked as an accounting clerk.
A crisis point was reached when she contacted a suicide hotline. “Reaching that level of distress, especially with my husband’s encouragement, made it clear that more decisive action was needed,” Mae, 24, explained.
For Mae, this action entailed a five-week work leave to prioritize her health and well-being. She strongly advocates for others in similar situations to do the same.
“Mental health leave isn’t a universal remedy, but it provides essential respite,” Mae concluded. “It allows individuals to pause, reassess, develop a plan forward, and actively pursue steps toward improved mental well-being.”
Communicating with Managers and Colleagues
Before initiating a conversation about mental health leave with a manager, Cheng advises considering workplace dynamics and professional relationships. He personally communicated his need by stating, “For my health, well-being, family, and ultimately, for the best interests of the business, pursuing leave is the most responsible course of action.”
For individuals anticipating a less understanding response, a simpler approach is to state, “I need to take medical leave for recovery,” he suggested.
Furthermore, there is no legal or ethical obligation to disclose the specific nature of mental health leave to all colleagues.
“Coworkers do not require detailed explanations,” Seth Turner, co-founder of AbsenceSoft, a leave and accommodation management solution provider, clarified. “Essential information includes the start and end dates of the leave and the expected return to work.”