Workers are taking extended breaks from their jobs at higher rates today than before the pandemic.
The share of workers taking leaves of absence overall increased by 30% between 2019 and 2024, with a 300% jump for mental health leave alone, according to a new analysis from ComPsych, the employee behavioral health and absence management services provider.
Ongoing international conflicts, civil unrest, a volatile economy and political polarization are all likely reasons why mental health leaves are up “so tremendously,” Jennifer Birdsall, ComPsych’s chief clinical officer, tells CNBC Make It.
Plus, the Covid-19 pandemic brought on larger conversations about mental health, which both reduced the stigma of seeking support, and encouraged people to learn about their options and resources through work, Birdsall says. A majority of large businesses made new investments in employee mental health benefits in the years following the pandemic, though some recent reports show workers feel their workplace’s mental health support has waned since the pandemic.
The increase in leaves of absence have stabilized in recent years and signal a “new normal” in the prevalence of people pausing their careers, ComPsych CEO Paul Posey said in a release. For example, mental health leaves increased 33% in 2023 compared to the year prior but remained stable in 2024.
The report, which covers 6 million people, considers unpaid leave provided under federal law, like the Family and Medical Leave Act and accommodations under the Americans with Disabilities Act, which don’t require employers to provide paid leave to their workers. However, some employers may provide paid leave based on their internal company policies.
People take less leave when they have mental health resources at work
The findings underscore why employers should address the root causes driving increased mental health leaves and offer adequate behavior health programs, including preventive care, to support their workers, Birdsall says.Â
Workers who took leave and used their employer-provided behavioral health services returned to their jobs six days sooner than those who didn’t, on average, including for mental health, surgery, and pregnancy or maternity-related leave.
On the mental health front, “the more we can support resiliency-building, teaching self-care and prioritizing work-life harmony before things escalate into significant symptoms with functional impacts, the better,” she says. “This includes self-guided resources, well-being coaching, and work-life support.”
Addressing mental health strains at work is also a management issue, Birdsall says.
“Teaching managers how to identify team members who are struggling, how to have supportive conversations, and how to refer to various employee benefits makes huge impacts,” she says. The right support from leadership can help resolve challenges and provide resources before a leave of absence is necessary, she says.
More than 75% of employers say they’ll offer digital resources for better mental health and resiliency in 2026, according to a recent report from Mercer. Companies say they’re providing more in-person counseling opportunities for those returning to the office, and they’re increasing the number of covered therapy sessions provided through their employee assistance programs.
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