It wasn’t long ago that mental health was something that people would never talk about in the workplace. But as more and more people understand the importance of mental health and how stress can impact individuals physically, we’re seeing more and more people request mental health days off work to deal with personal matters.

And while we’re seeing increased awareness from all generations when it comes to mental health, work/life balance, and avoiding burnout, Gen Z employees are more likely to prioritize emotional well-being than older generations.

Talking about the impact of mental health stressors was once taboo in the workplace. However, the younger generations are breaking through those barriers and prioritizing personal well-being so they can perform at higher levels without compromising themselves. And that means that they’re not afraid to ask for mental health days when they need it.

Leaders should be able to handle requests for mental health days in an emphatic way, as well as set strong policies that encourage staff to take the time needed to feel better.

With that in mind, here are six ways to respond when one of your Gen Z employees inevitably calls off for their mental health.

1. Understand why your response matters

According to a 2024 Deloitte survey, around 56% of Gen Z feel comfortable speaking openly with their manager, about stress, anxiety, and other mental health challenges. Some common stressors, the survey found, include not being recognized at work, long working hours, and not enough time to complete work.

Gen Z understands that prioritizing mental well-being directly impacts job performance and life quality. They’re likely to leave a job that stresses them or an employer who doesn’t empathize.

At the same time, Gen Z workers have unique skills and outlooks older generations may not have. Employers should strive to keep Gen Z workers happy or risk losing top talent.

2. Respond positively

When you get a call from one of your Gen Z workers asking for a mental health day, your first response should be positive. Try to ask only a few questions to assess how long they’ll be away. They likely have personal time they can use and have every right to take those days.

The following are examples of helpful responses:

• “Absolutely. I hope you feel better.”
• “We’ve got you covered. Let us know how we can best support you.”
• “I’ve marked you down for three mental health days. Please let us know if you need more.”

Understand that sometimes a person only needs a short break from work stress or to deal with a personal situation. However, workers may require an extended leave to seek professional help or treatment.

3. List support

Senior academic administrators have become more aware of students’ mental health. Around 57% of provosts say they are aware of student mental health and that some groups need more resources, according to a 2024 survey. Despite increased awareness, however, many Gen Z employees felt they struggled through college with few resources to help their mental state.

If company leaders can offer resources, it can help them feel less alone. If an employee reports a mental health episode or condition, refer them to any resources the company provides. Some brands employ social workers or counselors or have benefit representatives who can offer insight into what insurance covers for inpatient and outpatient treatment.

4. Encourage communication

Is your employee taking an extended mental health leave versus a single day or two? FMLA leave covers numerous mental health conditions, so a longer leave could well be a possibility.

Ask the employee to keep you informed about their progress if they feel comfortable doing so. If they can chat with you or a human resources representative every week or two, they can state whether their mental state allows them to return to work or if they need other accommodations.

5. Respect Privacy

Studies show that work impacts mental well-being. The global economy loses around $1 trillion a year to depression and anxiety, according to data from the World Health Organization. Fulfilling work in a nontoxic culture can protect people’s mental state.

Company leaders must balance the need for information to fix issues with employee privacy. No one other than the point of contact and manager should know why the worker took days off. And if someone wants to know the reason for their absence, it’s best to provide a generic response (i.e. “they will be back soon.”)

People may also not feel comfortable sharing their exact medical diagnosis for fear of company retribution or lack of future opportunities. You only need to know that they require time off to get better. Leaders should treat a mental health episode the same way they treat any physical ailment.

6. Plan their return

Once the employee states they are ready to return, consider easing them back in, especially if  you know that stressful work environment was a factor. Allow them to work from home, offer a hybrid solution, or ask what you can do to prevent the stress that triggered their episode.

Prepare Policies and Responses in Advance

Write out policies on mental health leave to avoid any misunderstandings. Managers should be able to refer to the employee handbook for rules, and HR should understand family leave and other regulations.

Have a prepared response for what you’ll say to the worker who asks for mental health days, so you can offer a supportive attitude to someone likely struggling already. Practice the statements and tone of voice. The last thing you want is to cause additional stress to an already struggling employee.

The more support you can offer, the more successful their eventual return to their position will be. And the more you invest in your employee’s mental health, the more you’re likely to get happy, productive employees that will do their best at work.