Work stress can build gradually. Difficulty concentrating and slower recovery after work may signal rising stress.
Feeling some level of stress related to work is normal, but if it begins to affect your everyday mood, your personal relationships, or your mental wellbeing, it may be time to take a closer look. If you’re feeling burned out, it could be time to ask your boss for a mental health day.
A mental health day is time away from work used to support your mental wellbeing.
Mental wellbeing is a state of thriving. It is the foundation of living a strong, healthy, and fulfilling life. We believe that mental wellbeing is achievable for everyone — including individuals living with or recovering from a mental health or substance use challenge.
Signs You Need a Mental Health Day
Signs that you may benefit from time away include:
- Stress is making it difficult to focus or make decisions.
- You feel depleted even after your usual rest and recovery.
- You are becoming disconnected from work or people around you.
- Your sleep or other daily routines have changed.
- You need time to attend an appointment or connect with support.
These experiences can have many causes, and one day away may not address an ongoing challenge. If stress continues or interferes with daily life, consider reaching out to a health care professional or another trusted resource, such as your employee assistance program.
How to Request a Mental Health Day at Work
1. Acknowledge That You Deserve the Day
Take a moment to evaluate your needs. What signs are you noticing that point toward needing a mental health day? Acknowledging that you deserve this time off will make it easier to communicate your needs to your supervisor and make your intentions clear. Naming your stressors can give you a concrete idea of what you need to address in your time off.
It’s important to remember that your mental health is just as important as your physical health, so asking for a mental health day doesn’t have to be any different than asking for a regular sick day.
2. Review Your Workplace’s Leave Policy
Before you contact your manager, check your employee handbook or internal benefits guidance. Look for available leave and notification requirements, including whether you need to contact anyone besides your manager. If the policy is unclear, ask HR about the process without sharing more health information than you are comfortable providing.
Depending on your employer’s policies, you may use an available form of leave. You generally do not need to share personal details to make a time-off request. Review your organization’s policies and follow its usual process.
3. Choose the Right Time and Method
If possible, make your request as soon as you know you need time away. Use your workplace’s standard channel for leave requests, such as email or a scheduling system. If the process calls for a conversation with your manager, keep it brief. If you need the day unexpectedly, follow the call-out procedure.
4. Keep the Conversation Clear and Brief
You can describe the absence as a sick or personal day, based on your comfort level and workplace policy. You may also call it a mental health day if you choose. Focus on the request and any immediate work details your manager needs. For example:
- Simple request: “I need to take a sick day today and plan to return tomorrow. I will update the team if that changes.”
- Planned request: “I would like to use a personal day on Friday. I will finish the draft before I log off Thursday and share the handoff notes with the team.”
- If you choose to name mental health: “I need to take a mental health day to focus on my wellbeing. I expect to return tomorrow and will let you know if I need additional time.”
5. Make a Practical Coverage Plan
When circumstances allow, identify urgent deadlines and share the minimum information a colleague needs to cover time-sensitive work, including any meetings that must be rescheduled. A short handoff can reduce uncertainty while allowing you to disconnect during your day away. If you are taking unexpected leave, follow your workplace’s standard process rather than trying to complete a full workday before signing off.
6. Know Where to Go if You Need More Support
If your request is denied, ask which policy applies and whether another leave option is available. You may also contact HR or review your organization’s accommodation process. For a concern that lasts beyond a day, consider talking with a health care professional and exploring benefits such as an employee assistance program. Workplace policies and legal protections vary, so use guidance specific to your location and situation.
How to Use a Mental Health Day
There is no single right way to spend the day. Choose activities that support your needs. You might rest or attend an appointment, for example. You could also spend time outside or reconnect with someone you trust. Try to reduce work notifications where possible. Before returning, consider one manageable step that may help while at work, such as clarifying priorities with your manager or scheduling regular breaks.
Workplace Support for Mental Wellbeing
Taking time off can support an individual employee. A healthy workplace also reduces barriers that may make it difficult for people to ask for help in the first place. Leaders can set the tone by explaining leave policies and encouraging employees to use available benefits. They can also respond to requests with respect. Managers do not need to diagnose a concern or have every answer. They can listen without judgment while protecting an employee’s privacy and connecting them with appropriate workplace resources.
Organizations can reinforce this approach by training managers before a difficult conversation arises. Regular reminders about available leave and support processes can make resources easier to find. Teams may also benefit from realistic workload planning and reliable coverage, including check-ins that give employees space to raise concerns early. Employees should know how to access confidential resources and what to expect after asking for support, including whom to contact when a manager is unavailable. These practices help make mental health part of everyday workplace wellbeing rather than a topic discussed only during a crisis.
Mental Health First Aid (MHFA) at Work helps employees recognize when a colleague may be experiencing a mental health or substance use challenge and respond appropriately. The training builds practical skills for recognizing changes and starting a direct, caring conversation. It also helps employees listen without rushing to offer a solution and encourage professional support when needed. Bringing these skills into the workplace can help create a shared foundation for supportive conversations across an organization.
