Requesting a mental health leave can be daunting, but your well-being should always come first. Here’s a guide on how to approach asking for a mental health leave of absence.

According to the World Health Organization (WHO), global losses due to depression and anxiety amount to 12 billion working days each year, costing the economy around $1 trillion. Just like physical recovery from surgery, mental recovery is essential. Here’s how to start that conversation.

KNOW YOUR RIGHTS

Your eligibility for benefits under the Family and Medical Leave Act may depend on your employment situation. According to psychotherapist Sarah Dumoff, LCSW, employees who have been with their company for at least a year and have worked 1,250 hours in the last 12 months can seek legal protection for mental health leave. This means that once you request time off for mental health reasons, your employer must engage in a constructive discussion about it. Typically, HR can support you through the necessary steps.

DEMONSTRATE WORK IMPACT

When requesting a mental health leave, it’s crucial to connect your request to your job performance. Experts highlight that while some disabilities are visible, mental health challenges often are not. Feelings of being overwhelmed can manifest as mental fog, fatigue, insomnia, and anxiety, making everyday tasks increasingly difficult.

Wellness expert Olivia Curtis from G&A Partners recommends sharing specific examples of how your productivity has declined and how taking a break could aid your recovery. “Starting a dialogue about your mental state is never a bad idea,” she advises. “Maintaining open communication with your manager or HR allows you to share your needs before issues escalate.”

Without sharing your feelings, your employer may not grasp the need for your mental health leave. While it may be uncomfortable to be open, Curtis assures that your honesty will be beneficial. You might say something like: “I’ve been feeling overwhelmed by my workload and it’s impacting my performance. I’m considering a mental health leave to address this.”

BE OPEN TO OPTIONS

If your company is short-staffed or has limited FMLA flexibility, think creatively about your options. Presenting various alternatives can help your supervisor understand your needs. Dumoff suggests that while your boss might not agree to every request, they may be willing to collaborate on a workable solution. This could mean proposing a four-day workweek, shorter daily hours, or a modified schedule. “If you know you work best in the morning, let them know you’d prefer an early start to manage your mental health better,” she notes.

ADVOCATE FOR YOURSELF

Always prioritize your own needs. You’re your best advocate. Only you know what steps you need to take for optimal health and happiness, which ultimately makes you a more effective employee. “Your organization has invested significantly in your growth and contributions,” Dumoff emphasizes. “You are valuable, and your employer may be more willing to support your mental wellness than you think.”