Over the last decade, society has made significant strides in acknowledging and supporting employees’ mental health. Employee well-being apps and resource groups have become common fixtures in the workplace, designed to help employees manage stress and maintain mental health. However, despite these resources, mental health-related leaves of absence have skyrocketed. According to mental health services provider ComPsych, mental health leave increased by 300% between 2017 and 2023 and rose by 22% in 2024 alone — with one in ten leaves of absence now attributed to mental health issues.
Why Mental Health Leave Is Rising
Employees are facing mounting stressors that are amplifying mental health challenges, including:
- The pandemic and its lingering effects
- Civil unrest and a highly polarized political landscape
- Gun violence and concerns about personal safety
- Increased caregiving responsibilities for both children and senior parents
Notably, caregiving burdens continue to fall disproportionately on women, who accounted for 71% of all mental health leaves in 2024.
The Changing Nature of Work Is Adding Pressure
The work environment itself is contributing to employee stress:
- According to the American Psychological Association, 88% of workers feel “used up at the end of the day.”
- Remote work has led to feelings of isolation and endless back-to-back virtual meetings with little time for breaks.
- Return-to-office mandates have disrupted work-life balance, creating tension and uncertainty.
- Widespread layoffs over the last three years have forced employees to take on additional responsibilities.
- The rise of AI has increased pressure on employees to maintain productivity, as AI reduces the need for certain roles and raises expectations for output.
Legal Protections for Mental Health Leave
Under the Family and Medical Leave Act (FMLA), employees are entitled to 12 weeks of unpaid leave if they are experiencing a serious health condition or need to care for a sick loved one. Severe mental health conditions can also qualify employees for short-term disability, which typically covers part of their wages.
A growing number of states now provide partial pay for family and medical leave, making it more feasible for employees to take time off. For example, California’s Employment Development Department (EDD) offers between 70% to 90% of weekly pay for employees on family medical leave — making it easier for employees to prioritize their mental health without facing financial hardship.
The Critical Role of Managers
A recent study found that managers have a greater impact on employees’ mental health than doctors and therapists — and equal to that of spouses and partners. Given this influence, it’s crucial that managers are equipped to support employees’ well-being effectively. Managers should be trained to:
- Communicate effectively and build trust
- Coach and manage performance with empathy
- Recognize signs of stress and mental health struggles
- Manage conflict and power dynamics respectfully
- Understand company leave policies and direct employees to HR for support
Managers should also ensure that employees feel heard and supported throughout the leave process, including receiving timely responses and clear guidance. A positive experience during mental health leave significantly impacts overall employee satisfaction and retention.
Staying Compliant with Evolving Leave Laws
Managing a growing number of mental health leaves requires not only strong interpersonal skills but also legal awareness. There are hundreds of frequently changing leave laws across the U.S., including:
- Federal laws like the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA)
- State-specific leave laws that vary in terms of pay and duration
Providing managers with comprehensive training on disability protections and leave of absence policies is essential for maintaining compliance and supporting employees effectively.
Building a Supportive Work Environment
Yes, managing increased mental health leave is challenging — but it’s also an opportunity. Companies that invest in training managers to be proactive, empathetic, and well-informed will not only ease the burden on HR but also foster a more supportive and resilient workplace culture. Supporting employees through mental health challenges is a proven way to increase employee satisfaction and retention — creating a win-win for both employees and the organization.
