Carolina Lasso experienced her first panic attack during a company-wide meeting just before she was scheduled to present. Despite having delivered many such presentations about her marketing team’s achievements, this time she found herself unable to speak. Lasso described a sensation of a knot in her throat, as if her head was inside a bubble, making her unable to hear or see clearly. This overwhelming moment, although lasting only a few seconds, felt like an eternity and was a profound experience for her.
Lasso’s struggles were compounded by a recent cross-country move and a divorce. Her boss recommended a mental health leave, an option she hadn’t considered before. Initially concerned about how taking time off might affect her team’s perception of her or her future career prospects, she eventually decided to take the leave. Reflecting on the experience, she expressed gratitude for the opportunity to heal, acknowledging the guilt many feel when taking a leave of absence for mental health reasons, as if it were a personal failure.
Despite fears of negative consequences, an increasing number of adults recognize the necessity of stepping back from work to address emotional burdens or psychological conditions. Employers are beginning to prioritize employee well-being, with companies like ComPsych Corp. advocating for businesses to support workers before they reach a breaking point and providing processes for those needing a leave of absence.
Since the onset of the COVID-19 pandemic, there has been a constant state of upheaval. Depression, anxiety, and adjustment disorder have been the most common reasons for mental health leaves among employees of Alight’s clients over the past two years. Mental health leave can vary in duration, with options for reduced schedules or intermittent leave. In organizations with at least 50 employees, leaves can be requested through the Family and Medical Leave Act, which entitles workers with serious health conditions to up to 12 weeks of leave, depending on state and local laws.
Lasso’s leave lasted six months and included therapy and travel to India for additional treatment. After returning to her job, she eventually left to start a business focused on promoting a more humane work culture. She emphasized that mental health leave is not only acceptable but can unlock new possibilities once individuals have the time for therapy, medication, or other necessary treatments, allowing them to reconnect with themselves.
A social stigma surrounding mental health challenges often prevents individuals from seeking treatment or requesting a leave of absence. Newton Cheng, Google’s director of health and performance, seeks to change this by sharing his own experiences. During a pandemic-era meeting, he openly shared his struggles, which resonated with colleagues and encouraged them to share their own experiences.
At one point, Cheng realized he needed to take mental health leave after feeling paralyzed by dread. Announcing his decision to take a leave at a conference inspired other attendees to open up about their own challenges, setting a precedent for honest discussions about mental health.
For Rosalie Mae, balancing college classes and a full-time job became overwhelming, leading her to take a five-week work leave for her health. She advises others in similar situations to prioritize their well-being, acknowledging that while a mental health leave is not a cure-all, it provides an opportunity to regroup and create a plan for improvement.
When discussing mental health leave with a manager, it is important to consider workplace culture and professional relationships. Cheng suggests framing it as a necessary step for personal health and the benefit of the business. For those anticipating unsupportive reactions, it is sufficient to state the need for medical leave without disclosing personal details to coworkers.
The Human Angle Explored
The increasing recognition of mental health leave as a valid and necessary option reflects a broader shift in attitudes toward mental wellness in the workplace. As more workers acknowledge the impact of emotional and psychological challenges on their performance, there is a growing demand for supportive policies from employers. This shift not only benefits individuals by providing a path to recovery but also promotes a healthier, more productive work environment.
For communities and industries, embracing mental health awareness and support can lead to improved employee satisfaction and retention. Companies that prioritize mental wellness are likely to see a positive impact on workplace culture, potentially reducing employee turnover and increasing overall productivity. By fostering open conversations about mental health, organizations can create an environment where employees feel valued and supported, ultimately leading to a more resilient and engaged workforce.
