Signs an employee may need a mental health day
If you’re unsure whether a staff member could benefit from a mental health day, there are some easy and subtle signs you can spot.
1. Increased irritability
When things feel like too much for the individual, you may observe them being short or “snappy” at others. You may notice small things being more irritating to them than they would normally, leading to a poor outlook on work.
2. Feeling easily overwhelmed
Tasks that would otherwise be easy to complete can feel overwhelming and too much to handle. This is especially true if tasks are put off due to poor mental health and have piled up over a period of time.
3. Increased anxiety
While anxieties can arise naturally, if these feelings are persistent, it can be a sign that it’s time to take a mental health day from work. Anxiety feels and appears in a variety of ways. If you notice an employee being “on edge” more than usual, as well as showing signs of a fast heart rate (sweat, breathing heavily), these can be signs of anxiety.
4. Isolating from others
If the employee is otherwise quite social, but suddenly appears withdrawn, this could be a sign of a deeper issue. They may not have the capacity to hold a conversation or feel overworked/overwhelmed and feel they need time away from everyone to catch up.
5. Increased sickness rates
There is a link between poor mental health and the weakening of the immune system. If an employee reports illness/signs of colds and flus more frequently, they may be experiencing signs of stress or other health condition that hasn’t been factored in. From an HR perspective, you must do your due diligence as per your duty of care to investigate common absences due to illness as soon as possible.
6. Poor concentration
It may be time for a mental health day from work if you find the employee or colleague unable to maintain focus in the way they usually would. This is because prolonged stress, anxiety, depression or other mental health conditions can weigh heavily on the mind.
7. Poor sleep
Not getting enough sleep due to poor mental health and/or stress at work is a vicious cycle. Poor mental health and stress can lead to excessive worry which impacts sleep quality. This can then lead to dealing with the effects of poor sleep at work the next day, further intensifying the feelings of stress and worry.
8. Poor engagement
Work and/or activities may seem uninteresting or unimportant altogether. This is particularly common in depressive symptoms, as it can cause us to not want to engage in what we usually enjoy.
Considerations for employers and HR
Employers have a legal duty of care under the Health and Safety act to provide a safe working environment that supports both physical and mental wellbeing. Whether it’s offering "duvet days" or mental health days is one such way to promote wellbeing and is becoming common place for attracting new talent as a workplace perk.
It’s also important to assess whether the employee has (or hasn’t) declared a mental health condition, as without the right accommodations, you could be in violation of the Equality Act 2010 under grounds for discriminating against a disability.
To implement mental health days effectively, employers and HR should develop a clear policy outlining rules and expectations for
• When employees should request a day off.
• Ground rules, such as ensuring adequate team coverage and meeting deadlines.
• Allowances. Indicate the number of paid or unpaid days offered annually and clarify whether they are part of or in addition to regular annual leave.
Employers should encourage staff to use this time effectively for rest and stress reduction. Simple goals you could encourage may involve sleep, relaxation and enjoyable self-care activities.
Informing employees how to take a mental health day
There are a few different ways to communicate to your people how they should professionally that you need a mental health day.
Have a clear absence policy in place
Establish a clear policy that treats mental and physical health equally. Communicate it openly through meetings or written guidelines, and provide practical steps for requesting leave, such as using sick leave or annual leave. Employees should know they can focus on their health without oversharing details for short absences, but they’ll need to provide a fit note for leave of seven days or more.
Advise on communication
Advise that the simplest way to tell your manager you need a mental health day is to be direct. They don’t have to explain or give any reasons they aren’t happy to share. If the idea of sharing that they need a mental health day is off-putting, then they can only share what they are comfortable with disclosing.
How an EAP can help with your mental health
Mental health days are a great way to centre and look after yourself. To supplement your efforts, an Employee Assistance Programme (EAP) can really help guide employees through effective coping strategies for when they need support with mental health. HA | Wisdom Wellbeing’s app also provides access to the Wisdom app where they can manage their own wellbeing through the app’s unique 4-week wellbeing programs. Plus, it’s possible to track daily steps, water intake and even mood – it’s a great way to spot trends and improve wellbeing!
Conclusion
It’s important for staff to take a mental health day if they need one. While absences can impact business operations, so too can presenteeism – which can only prolong the concerns and be far worse in some cases.
After all, mental health is just as important as physical health, and sometimes some self-care is just what we need to realign ourselves and get the help we need. It’s also important for employers to encourage mental health days if they spot an individual struggling. Not only can this show genuine care and concern, but it can ensure your people arrive at the workplace feeling well rested and engaged in their work.
