In a recent discussion on workplace mental health, Carolina Lasso shared her experience with a panic attack during a company meeting. Despite her familiarity with public speaking, Lasso struggled to deliver her presentation due to overwhelming anxiety triggered by personal challenges, including a divorce and a significant move. It was only after her boss suggested a mental health leave that she learned this option was available to her.
Many employees, like Lasso, remain unaware of their right to take mental health leave, which can be crucial for recovery. Mental health leaves, which can last from a few weeks to several months, allow employees to address psychological conditions or emotional burdens that significantly impact their lives.
According to ComPsych Corp., a provider of employee mental health programs, the COVID-19 pandemic has heightened awareness around the importance of mental health in the workplace. Their senior clinical director, Jennifer Birdsall, noted that the pandemic placed many individuals in a state of ongoing stress and uncertainty, prompting a need for mental health resources. Recent data from Alight, a technology company that handles employee leaves, revealed that the most common reasons for mental health leaves were depression, anxiety, and adjustment disorder, which involves excessive stress responses.
The Family and Medical Leave Act (FMLA) allows eligible workers at most U.S. companies with 50 or more employees to take up to 12 weeks of unpaid leave for serious health conditions, including mental health issues. Some employers offer short-term disability plans that can support those on leave. However, many workers hesitate to utilize these options due to fear of judgment or repercussions at work.
Lasso’s decision to take a six-month leave for therapy and recovery ultimately led her to launch a business focused on promoting healthier workplace cultures. “Taking a mental health leave is not just acceptable; it can open the door to new opportunities for personal growth and healing,” she stated.
The stigma surrounding mental health often prevents individuals from seeking help. Newton Cheng, a director at Google, shared his own struggles with mental health during a meeting, which led to a supportive atmosphere where others opened up about their experiences. Cheng realized he needed to take a leave when he became unable to function due to severe anxiety and depression. His announcement at a conference inspired others to share their own challenges, emphasizing the importance of open dialogue in the workplace.
Rosalie Mae, a college student balancing classes and a part-time job, faced overwhelming stress that led her to consider suicide. After recognizing the severity of her situation, she took a five-week leave, allowing her to focus on her mental health. “It’s essential to give yourself permission to take a break and regroup,” she advised.
Experts suggest that when approaching managers about taking mental health leave, employees should assess the workplace culture. Cheng recommended framing the request around personal well-being, while also emphasizing its benefits for the team. It’s important to remember that sharing specifics about the nature of the leave is not necessary; simply informing colleagues of the leave’s duration suffices.
As more employees recognize the importance of mental health, employers are encouraged to foster an environment where taking time off for mental well-being is normalized. This shift can lead to healthier workplaces and improve overall productivity and morale. By addressing mental health openly, organizations can support their employees in finding the balance they need to thrive in both their work and personal lives.
