Bonnie Lane: Why don’t more employers offer ‘mental health days’?

You hear a lot of discussion these days about “self-care,” being mindful of our physical, mental and emotional health with healthy eating, exercise, sleep and recreation. It’s not self-indulgence. It’s necessary for our well-being. But sometimes, that concerted effort just isn't enough to truly achieve the goal of balance. Life happens.

How do we achieve balance in the workplace? Are our employers recognizing the need to provide mental health days? Would it be more beneficial to the employer, not just the employee, to provide a little extra time off to address mental health needs?

Over half of workers surveyed said they feel “used up” at the end of the workday, according to research by the Society for Human Resource Management. Their data show that workers who are burned out from work are nearly three times more likely to be actively searching for another job.

An employee in need of a mental health day may be physically at work, but their mind is on other things. They could be depressed or experiencing seasonal affective disorder (SAD), but they don’t want to take a sick day.

In a quick survey I did over the holidays, less than 5% of respondents said their employer gave them additional PTO for mental health days. While they can take a mental health day out of their usual allocation of PTO, they choose to save those hours for serious physical illness, caring for sick children, doctor’s appointments and needs of aging parents.

In other words, PTO isn’t always “time off.” It’s packed with stress, responsibilities and time constraints. It’s a day doing your other job.

Don’t workers deserve specific time allocated to recharging? A day when they can regroup, reorganize and get their energy level back? Employers may get a much better work product if they provided employees the extra time they need for themselves.

Nine states (Illinois isn’t one of them) require employers to make mental health an approved reason to take paid time off. Even in states without specific mental health day laws or broad sick leave legislation, many employers voluntarily offer mental health days or flexible PTO policies. That's moving in the right direction.

A few companies, most notably LinkedIn, Nike, NerdWallet and Duolingo, do provide mental health days, but they tend to be on the company’s schedule. Duolingo, for example, shuts down for two weeks every summer. That’s amazing for families with school-age children, but is that really giving the parent time to recharge?

Studies have documented how taking a mental health day can improve employee morale, retention and productivity. I wish more companies would understand the value of mental health days, acknowledge their necessity and see them, not as a cost to be borne, but a way to improve overall performance.

What can you do?

It’s important for all of us to take care of our mental health at work. Even if your employer doesn’t provide PTO especially for mental health, you can help yourself do a reset.

You can always take a mental health break during your day. Just 20 minutes of quiet or guided meditation, having lunch with a headset and calming music, or a walk will give your brain a chance to reset to a calmer state.

Recognize when you need a mental health day and make a conscious decision to fit it into your schedule. If your PTO won't allow for it, talk to human resources about making this an acceptable use of PTO.

Signs you need a mental health day may include:

● Persistent fatigue

● Increased irritability

● Difficulty concentrating

● Physical symptoms like headaches or digestive issues

● Loss of motivation or engagement with work

● Changes in sleep patterns or appetite

● Increased reliance on unhealthy coping mechanisms

Then make the most of your mental health day with a bit of planning. Turn off your devices and notifications. Keep the alarm off and ease into your morning. Pick activities that will feel most restorative, whether that’s sleep, a massage, yoga, low-key activity or something creative. Make a social connection — like lunch with a friend — that you will enjoy.

Finally, whether you are a manager, company owner or employee, make use of some of the mental health resources available from the U.S. Department of Labor, dol.gov/general/mental-health-at-work. It includes tools and tips on how to support workers’ mental health needs.

We spend most of our waking hours on the job. Let’s all work to create room for mental health care.

• Bonnie Lane, M.S., is principal consultant with Family Support Services in Northbrook, specializing in supporting families whose loved ones suffer from severe mental illness or substance addiction. Daily Herald readers can contact her at (847) 651-1554 or bonnielane@thefamilysupportservices.com.