In recent years, more workers in the United States have begun recognizing the importance of taking time off to manage emotional and mental health challenges. Experts agree that stepping back from work to focus on personal well-being is crucial, even though many employees fear potential negative consequences, such as damaging their reputation or missing out on promotions.
Carolina Lasso, 43, experienced her first panic attack during a company-wide meeting. She had often presented to her team before, but on this occasion, she felt unable to speak. “I felt a knot in my throat,” she recalls. “My head felt like it was inside a bubble. I could not hear, I could not see.” Lasso, who had recently gone through a cross-country move and a divorce, was encouraged by her boss to take mental health leave. Though she hesitated at first, fearing it might impact her career, she eventually took the leave and found it to be a much-needed opportunity to heal.
The stigma surrounding mental health issues often prevents workers from seeking the help they need. Lasso notes that many people feel guilty about taking time off for mental health reasons. “There is some extra weight that we carry on our shoulders, as if it had been our fault,” she says.
In Hong Kong, there is no official “mental health leave,” but workers can take sick leave, which may include mental health issues. Employees are entitled to sickness allowance under the Employment Ordinance, provided they submit medical certificates for at least four consecutive sick days.
In the U.S., companies like ComPsych, a provider of mental health programs, encourage businesses to prioritize employee well-being before employees reach a breaking point. Jennifer Birdsall, senior clinical director at ComPsych, notes that since the COVID-19 pandemic, workers have experienced ongoing stress and uncertainty, leading to increased mental health struggles.
Google’s Newton Cheng has been vocal about his own challenges with mental health. During the pandemic, he shared his struggles in a meeting, where he unexpectedly broke down in front of colleagues. “It was just totally horrifying to me,” he recalls. Cheng was dealing with self-imposed pressure as a father and had never voiced his difficulties before. In 2021, after struggling with depression and anxiety, he decided to take mental health leave. He shared his decision publicly at a conference, hoping to inspire others. “It was like a fireworks show,” he says, as colleagues opened up about their own struggles.
When approaching a manager about mental health leave, experts advise considering the company culture and your relationship with your boss. Cheng suggests framing the conversation around health and well-being: “For my health and well-being, and the sake of my family and what’s best for the business, the least risky thing for me to do is to go on leave soon.”
If employees are concerned about how their request will be received, they can simply say, “I need to go on medical leave. I need time to recover.” It’s important to remember that workers are not obligated to share the specifics of their leave with colleagues. “Your colleagues don’t need to know why,” says Seth Turner, co-founder of AbsenceSoft, a company that provides leave management solutions. “They just need to know when you’ll be off and when you’ll return.”
Experts agree that employers should create supportive environments where workers feel comfortable addressing their mental health needs before they reach a breaking point. This approach benefits both the individual employee and the organization as a whole.
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