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While it’s common and encouraged to take time off for physical ailments like the flu or a sprained ankle, mental health concerns often necessitate the same level of care and attention. Taking a break for mental well-being is equally important.
Although employers may not always equate mental and physical health, prioritizing self-care is essential for both employees and employers. Whether you work in customer service, communications, business, or education, your performance is deeply connected to your mental state. Even in physically demanding roles like restaurant work, modeling, nursing, or agriculture, mental effort plays a significant role alongside physical labor.
In essence, everyone, regardless of their profession, occasionally needs a mental health day. However, since U.S. employment laws haven’t fully adapted to this reality, here’s how to handle the mixed messages surrounding health and workplace expectations.
“If the thought of going to work fills you with dread, and when you’re there you can’t focus, take some time away.”
How to Know You Need a Mental Health Day NOW
Facing challenges and setbacks is essential for building resilience, so a tough day at work doesn’t justify taking the entire week off. However, it’s worth considering a mental health day if:
If your mental state is endangering yourself, the people you work with, or your clients or customers. A depressed, distracted pilot should not be flying a plane, and an overtired child-care worker shouldn’t be in charge of young kids. I wouldn’t want a burnt-out doctor performing surgery on me—would you? Ditto an angry driver getting behind the wheel of an 18-wheeler.
If you’re so stressed you can’t focus. “If the thought of going to work fills you with dread, and when you’re there you can’t focus, take some time away,” advises Sherry Amatenstein, a Manhattan-based therapist and editor of the anthology, “How Does That Make You Feel?: True Confessions from Both Sides of the Therapy Couch.” She says that if you’re going through a major personal crisis—a bad breakup, or a death in the family—that can also be a time to take time off to care for yourself. “Ask yourself: What’s causing these intense feelings? Is this an ongoing thing? Or temporary? Listen to what’s going on inside,” Amatenstein says.
If you fantasize about quitting. Strong emotions can be a warning about a problematic workplace environment. Time off helps you put the issues in perspective, and make a calm, rational decision about whether it’s best to start looking for a new job, or maybe have a conversation with your boss about problems you’ve been having with a coworker. It can be hard to know what the smartest course of action is in the middle of a workday when you’re frustrated and angry. A mental-health day can help you figure that out so you don’t make a rash decision.
What to Say to Your Boss
Last summer, web developer Madalyn Parker made headlines for emailing her colleagues to inform them she was taking sick days for mental health reasons—and received commendation from her boss for her transparency.
However, it’s important to remember that not all workplaces or supervisors are as supportive. To safeguard your job and ensure compliance, always adhere to your workplace’s policies and procedures.
The approach varies by workplace, but revealing the reason for your time off could potentially harm your career more than help it. “Most employers don’t classify a mental health day as a sick day,” explained Ruth Eisenberg, a DC-based attorney and member of the National Employment Lawyers Association. She recommends using sick or personal days for mental health needs without specifying the exact reason. These days are yours to use as you see fit—you’ve earned them.
Eisenberg emphasizes the importance of reviewing your employee handbook to understand the types of leave available and the notice required. “Even if you have sick or personal leave, some employers enforce strict advance notice policies,” she notes.
There is an exception, however: “If you have a documented disability, such as depression or anxiety, you may be entitled to take a mental health day as a reasonable accommodation,” Eisenberg states. This depends on the recommendations of your treating physician or psychiatrist, who might prescribe time off for therapy or other care. Disability regulations vary by state and workplace size, so if you have a documented condition, it’s crucial to understand your rights.
How to Plan a Mental Health Day
To prevent burnout or emotional breakdowns, strategically use your vacation time. If you anticipate a demanding project or presentation, schedule time off afterward. Framing it as mental health leave can help ensure you utilize all your vacation days, which ultimately benefits your well-being.
You don’t need a specific reason to use your allotted days off. Amatenstein suggests building flexibility into your schedule, even planning a year ahead. For instance, she schedules long weekends every few months well in advance. This approach not only gives you something to look forward to during tough workdays but also avoids surprising coworkers with last-minute leave requests. Additionally, planning ahead allows you to manage your workload, preventing an overwhelming backlog upon your return.
“The stigma surrounding mental health persists, but we’re gradually moving toward greater acceptance,” Amatenstein noted. Both employers and employees should remember Madalyn Parker’s tweet: “Mental health is health.”
