How to Take a Mental Health Sick Leave: A Complete Guide

Mental health is just as crucial as physical health, yet many of us struggle to take it as seriously. Whether you’re feeling overwhelmed, dealing with anxiety, or experiencing burnout, mental health sick leave might be the right choice to help you recover. In this article, we’re taking a look at everything you need to know about taking mental health sick leave from work; from recognising the need for time off, to requesting leave and making the most of your time away.

Why mental health should be treated like physical health

The truth is, your mental health is just as important as your physical health. Mental wellbeing plays a critical role in overall health, productivity, and quality of life. Yet, untreated mental health issues can manifest as physical symptoms like headaches, digestive problems, or chronic pain. If left unaddressed, they may lead to more severe conditions, impacting your ability to work and enjoy life.

According to the World Health Organisation, poor mental health costs the global economy around $1 trillion in lost productivity annually. In the UK, the Health and Safety Executive reported that stress, depression, and anxiety accounted for over half of all work-related ill health cases in 2022. The Mental Health Foundation also found that nearly 1 in 7 people in full-time employment experience mental health problems in the workplace, emphasising the urgent need to treat mental health with the same seriousness as physical health.

The effects of neglecting mental wellbeing extend beyond the individual, impacting teams and entire organisations. Poor mental health can lead to decreased productivity, higher absenteeism, and even higher turnover rates, as employees who struggle to cope may decide to leave their roles. Addressing these issues not only benefits individuals but also helps to create a healthier, more productive work environment.

What is mental health sick leave?

Mental health sick leave allows employees to take time off to recover from mental health issues, just as they would for physical illnesses. It provides the opportunity to step away from work-related pressures, rest, and seek support without the worry of job security. Common reasons for mental health leave include anxiety, depression, stress, and burnout, which can arise from high workloads, challenging work environments, or personal issues that interfere with someone’s ability to perform effectively.

However, the stigma surrounding mental health can make it challenging for employees to admit they need time off. Some may fear being seen as weak or unreliable, or worry about potential career consequences. But it’s crucial to recognise that taking a mental health break isn’t a sign of failure, but a proactive step towards recovery. Companies are gradually shifting their attitudes, but it requires individual and organisational effort to normalise mental health leave. Starting the conversation, educating staff, and implementing clear policies can help overcome this stigma and create a more supportive workplace culture.

Your rights: Mental health and sick leave laws

In the UK, mental health is protected under the Equality Act 2010, which recognises conditions like depression and anxiety as disabilities if they have a long-term and significant impact on daily life. This means that employers must provide reasonable adjustments to support affected employees, such as altering duties, adjusting working hours, or allowing for additional time off.

Employees are entitled to Statutory Sick Pay (SSP) if they’re off work for at least four consecutive days and meet other eligibility criteria. Some companies go further, offering enhanced sick pay or mental health-specific policies, providing additional support to help employees recover without financial stress. You should check your employer’s sick leave policies and speak to HR about any mental health support they provide.

Confidentiality is a crucial aspect of mental health sick leave. Any information shared about your condition should be treated as sensitive, and your employer has a legal obligation to keep it private. If you’re unsure about what details to disclose, you might say you’re dealing with a health issue that requires time off, without specifying it’s mental health-related. Discussing your situation with a legal expert or HR representative can also help you understand your rights if you’re concerned about confidentiality or discrimination.

How to recognise when you need a mental health day or sick leave

Sometimes, taking a day off is enough to help you manage your stress levels and return to work refreshed. However, there are signs that indicate it may be time for more than just a short break. Consider taking extended mental health leave if you experience:

• Persistent anxiety, stress, or depression that doesn’t improve with short breaks
• Constant fatigue or trouble sleeping, despite efforts to rest
• Physical symptoms like headaches, muscle tension, or digestive issues
• Difficulty concentrating, maintaining motivation, or making decisions
• Feeling detached, overwhelmed, or unable to enjoy usual activities

Ignoring these signs could lead to more serious health problems in the future, making it harder to function at work and in daily life. It’s better to take a proactive approach to mental health by seeking help early and considering time off as a necessary step to restore wellbeing.

The difference between a “mental health day” and extended leave

A mental health day is typically a short break, lasting one or two days, aimed at reducing stress or preventing burnout. It’s useful for temporarily alleviating symptoms, but it may not be enough if you’re dealing with deeper issues. On the other hand, extended leave gives you time to rest and recover fully, seek professional treatment, and address underlying problems.

Steps to request mental health sick leave

1. Know your company’s policy: Start by reviewing your workplace’s sick leave policy and any mental health provisions. Understanding your company’s stance on mental health sick leave will give you a clear idea of what steps to follow and what documentation you may need.
2. Speak to a doctor: Although not always mandatory, obtaining a doctor’s note can validate your need for leave and provide insight into the recommended length of time off. A medical professional can help you understand the severity of your condition and advise on treatment options. For absences of 7 days or less, you can self certify your sick leave, meaning you don’t need a fit note. If you are off work for more than 7 days, you will need a fit note (previously known as a sick note), from a healthcare professional. This note will indicate whether you are “not fit for work” or “may be fit for work”. If it says you “may be fit for work”, your employer should discuss any changes that might help you return to work (for example, different hours or tasks).
3. Prepare to talk to your employer: Consider how much you want to share. You could say, “I’ve been experiencing some health challenges and need time to recover,” rather than detailing your mental health condition. It’s best to speak to HR or your manager directly, following the company’s procedures.
4. Submit your request: Follow the company’s standard procedure for requesting sick leave, whether that’s completing a form, providing a medical certificate, or having a discussion with HR. Make sure you keep a record of all communications and any documentation, in case you need it later.
5. Stay informed about your rights: If you’re concerned about discrimination or confidentiality, don’t hesitate to seek advice from an HR professional or legal expert.

Making the most of your mental health sick leave

Taking time off for mental health isn’t about doing nothing; it’s about focusing on your wellbeing. Here are some practical steps you can take to make your time off as beneficial as possible:

• Rest and recharge: Adequate sleep and relaxation are crucial for recovery. Avoid feeling guilty about resting; it’s an essential part of getting better.
• Seek professional help: Consider therapy, counselling, or speaking to a mental health coach. Addressing your condition with a qualified professional can provide strategies to cope better and improve your mental health.
• Practice self-care: Engaging in activities that promote relaxation and wellbeing, such as yoga, meditation, or creative hobbies, can significantly improve your mood.
• Set a routine: While you don’t need a rigid schedule, having a basic daily routine can give you a sense of structure. Include time for self-care, light exercise, or hobbies.
• Avoid isolating yourself: When possible, stay connected with supportive friends or family members. Social interaction, even if limited, can alleviate feelings of loneliness.

How to transition back to work after mental health sick leave

Returning to work after a mental health break can feel overwhelming, but with the right preparation, you can manage the transition smoothly. Here’s how to approach it:

1. Communicate with your employer: Before returning, discuss any adjustments that may help ease the process, such as flexible working hours or a phased return to work. Be upfront about your needs and any concerns you have.
2. Set boundaries: Re-entering the workplace doesn’t mean diving back into your previous workload straight away. Gradually build up to your regular tasks, allowing time to adjust.
3. Continue the habits that helped: The self-care practices you developed during your leave shouldn’t stop once you’re back. Incorporate regular breaks, mindfulness exercises, or therapy sessions into your routine to maintain your progress.
4. Monitor your wellbeing: Pay attention to early signs of stress or burnout. If you notice symptoms returning, don’t hesitate to speak with your employer or a health professional about further support.

How employers can support employees taking mental health leave

While this guide primarily focuses on employees, employers also play a crucial role in supporting staff with mental health concerns. Here are some ways employers can help:

• Create a culture of openness: Encourage conversations about mental health, and make it clear that taking mental health leave is acceptable.
• Offer mental health awareness training: Equip managers and staff with the skills to recognise signs of poor mental health and respond effectively.
• Provide resources: Offer access to Employee Assistance Programs (EAPs), counselling services, or mental health apps.
• Implement clear policies: Make sure sick leave policies are inclusive of mental health, outlining the process for requesting leave and the support available.

Conclusion: Prioritising mental health and sick leave

Taking mental health seriously and knowing when to step back is essential for long-term wellbeing. Mental health sick leave should be seen as a proactive step to protect your health, just like taking time off for physical illnesses. By recognising the signs, understanding your rights, and planning your return, you can use mental health leave to restore balance and come back stronger. Remember, taking time for your mental health isn’t a setback; it’s a step forward in ensuring you can perform your best when you return.

At MCL Medics, our Employee Assistance Programme is designed to give staff fast and easy access to a huge range of supportive measures at work – get in touch with our team today to find out more.  You can also take a look at our Mental Health Awareness Sessions, giving you the skills you need to look after your own, and other people’s wellbeing.  of employees but also offer significant benefits for employers.

From reducing absenteeism to increasing productivity and enhancing workplace morale, the positive impact of EAPs on both individuals and organisations is clear. In today’s competitive business environment, prioritising employee well-being through an EAP is not just the right thing to do—it’s a strategic investment in the long-term success of any business.

Implementing an EAP is an essential step for any organisation looking to create a supportive and thriving workplace. By offering comprehensive resources that address the diverse needs of employees, EAPs ensure that individuals feel valued and cared for, leading to greater job satisfaction, lower turnover, and improved overall performance.

At MCL Medics, we support companies of all sizes—both public and private—by offering tailored Employee Assistance programmes that meet the unique needs of their workforce. Our fully accredited counsellors and specialists are available 24/7, operating across the UK to deliver comprehensive support. We ensure fast and easy access to a wide range of services, engaging entire workforces with a 98% staff engagement rate. Our bespoke EAP app comes as standard, providing tailored services at scale, ensuring every employee has the support they need, when they need it. If you’d like to speak to us about our EAP services or anything else, get in touch today.