The HR Manager's Guide to Implementing a Mental Health Leave Policy

As an HR professional, you're all too aware that mental health problems can lead to decreased productivity, increased absenteeism, and high turnover rates. To counter these issues, supporting your employees' mental health is paramount. One effective way to do this is by implementing comprehensive mental health leave policies.

Understanding mental health leave of absence

Mental health leave, sometimes referred to as psychological leave, is the time an employee takes off from work to address their mental health needs. This could be for mental health treatment, therapy sessions, or any activity that supports their mental well-being.

Eligible employees can take psychological leave in full or part-time, with the length of their leave depending on individual needs. This is usually unpaid time as employees do not perform their duties. However, depending on your company’s mental health policies, you may provide payment or other benefits during the leave period.

Federal law, specifically the Family and Medical Leave Act (FMLA), protects employees taking mental health leave by ensuring job protection and maintaining health benefits during the leave period.

Types of mental health leave

Mental health leaves can be categorised into two main types: short-term and long-term. Short-term mental health leaves are typically taken for a few days or weeks and are often used to address acute mental health issues, such as a sudden mental health crisis or the onset of severe symptoms. These leaves provide immediate relief and support, allowing employees to stabilise their mental health before returning to work.

On the other hand, long-term mental health leaves can extend for several months or even years. These leaves are generally used to manage chronic mental health conditions that require ongoing treatment and support. Long-term leaves offer employees the time needed to engage in comprehensive treatment plans, including therapy, medication, and other interventions, ensuring they can return to work in a healthier state. Both types of leaves are essential for addressing the diverse mental health needs of employees and promoting a supportive work environment.

The importance of mental health leave policies in the workplace

Addressing mental health in the workplace is an essential component of a holistic employee benefits package. Not only does it have numerous benefits for both employees and the organisation, but it also aids in reducing stigma, encouraging employees to seek support when needed and fostering a culture of open communication. Taking a mental health break can prevent burnout and improve overall well-being, highlighting the importance of such policies.

What happens during a mental health leave of absence?

During a mental health leave of absence, individuals have the opportunity to focus on their mental health and well-being without the added stress of work. Here are some activities that may take place during this time:

Treatment: Individuals may seek treatment from a mental health professional, such as therapy or counseling. This is a crucial step in addressing mental health issues and working towards recovery.
Self-care: Engaging in self-care activities, such as exercise, meditation, or spending time with loved ones, can significantly improve mental well-being.
Rest and Relaxation: Taking time to rest and relax away from the demands of work is essential for recovery. This period allows individuals to recharge and regain their strength.
Reflection and Growth: A mental health leave provides an opportunity for reflection and personal growth. Individuals can use this time to assess their mental health, make positive changes, and develop strategies for maintaining their well-being.

By focusing on these activities, individuals can make the most of their mental health leave and return to work in a healthier and more balanced state.

Identifying mental health concerns among employees

supporting-employees

Mental health challenges can affect employees across all departments and professions, and they can be challenging to detect. However, certain physical symptoms can indicate an employee is struggling:

Changes in behaviour
Difficulty concentrating
Mood changes
Withdrawal from social activities

These signs can indicate an underlying mental health condition that needs attention.

If you observe any of these signs, approach the employee with sensitivity and compassion, encouraging open communication and support.

The legalities of mental health leave

encouraging-employees

The Equality Act 2010 and the Health and Safety at Work Act 1974 protect employees from discrimination based on their mental health. These laws require employers to take steps to protect the health, safety, and mental well-being of their employees, including addressing any mental health issue that may arise.

Additionally, the government has introduced the Mental Health at Work Plan, which aims to improve mental health in the workplace and reduce the stigma surrounding mental health.

Remember, dismissing an employee on stress leave is illegal, and such an employee may file a claim for unfair dismissal. Employees taking leave for mental health reasons are protected under the Family and Medical Leave Act (FMLA), which outlines the eligibility criteria and protections during such leave.

Steps for implementing mental health leave policies

Implementing mental health policies is not just crucial for supporting employees' mental well-being, but it also helps you meet your legal obligations. Here's a handy checklist to guide you through the process:

Implementing mental health policies is not just crucial for supporting employees’ mental well-being, but it also helps you meet your legal obligations. Here’s a handy checklist to guide you through the process:

Consult with employees and stakeholders
Consider both mental illness and physical health when developing leave policies
Develop clear guidelines and procedures for requesting and taking leave
Provide resources and support for employees on leave
Communicate the policy to all employees and management

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Conclusion: Moving Forward with Mental Health Leave Policies

In today's fast-paced work environment, the importance of mental health cannot be overstated. As HR managers, it's up to us to ensure our workplaces not only acknowledge the reality of mental health issues but also actively take steps to support those dealing with these challenges.

Implementing a comprehensive mental health leave policy is a critical part of this commitment. It sends a clear message that our organisations value the well-being of our employees and are ready to provide the necessary resources and support.

Remember, the journey towards a mentally healthy workplace is ongoing. It requires regular review, open communication, and a genuine commitment to support from all levels of the organisation.

Enhancing Mental Health Support with Shiftbase

In our mission to create supportive work environments, we shouldn’t overlook the role of effective employee scheduling and hours registration. Shiftbase, our leading SaaS solution, is designed to streamline these tasks, contributing to a stress-free workplace. By allowing employees and managers to handle scheduling and hours registration efficiently, we help reduce workplace stress—one of the key factors affecting mental health.

With Shiftbase, you can easily accommodate flexible schedules and leaves of absence, including mental health leaves. This flexibility is crucial for managing mental health challenges, providing employees with the necessary time off to address their mental wellness needs. Transparency and ease of use are at the heart of Shiftbase, ensuring that HR managers can effortlessly implement and manage mental health-friendly policies. Additionally, Shiftbase supports employees dealing with a mental health condition by facilitating understanding and support from employers, which is essential for a more inclusive work environment.

Are you ready to take a step towards a more supportive and efficient workplace? Try Shiftbase for free for 14 days and experience the difference it can make in your organisation. Sign up here to start your free trial today. Together, let’s create a work environment where mental health is a priority.

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Written by:

Carin Vreede

With years of experience in the HR field, Carin has a lot of experience with HR processes. As a content marketer, she translates this knowledge into engaging and informative content that helps companies optimize their HR processes and motivate and develop their employees.

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