Definition
A day off work taken specifically to support mental wellbeing, whether through rest, recovery, or attending to personal matters that affect mental health. While not a statutory leave type, many employers now recognise mental health days as part of their wellbeing strategy.
UK Context
Mental health conditions can qualify as disabilities under the Equality Act 2010 if they have a substantial and long-term adverse effect on day-to-day activities. Employers have a duty to make reasonable adjustments and must not discriminate. The Health and Safety Executive (HSE) publishes management standards for work-related stress. ACAS provides guidance on mental health in the workplace.
Best Practices
- Create a culture where taking time off for mental health is normalised and free from stigma
- Train all line managers in mental health awareness using programmes such as Mental Health First Aid England
- Provide access to an Employee Assistance Programme with confidential counselling and support
- Consider offering 1-2 dedicated mental health days per year as part of the benefits package
Frequently Asked Questions
Can an employee take sick leave for mental health?
Yes. Mental and physical health are treated equally in UK employment law. An employee experiencing mental ill health is entitled to sick leave, including SSP, in the same way as for a physical illness. Self-certification covers the first 7 days; a fit note is required after that.
Should employers offer dedicated mental health days?
While not required by law, offering dedicated mental health days can reduce stigma, lower absenteeism rates, and improve overall employee wellbeing. It signals that the organisation takes mental health seriously and encourages early intervention.
Can a mental health condition be a disability?
Yes. Under the Equality Act 2010, a mental health condition is a disability if it has a substantial and long-term (lasting or expected to last 12 months or more) adverse effect on the person's ability to carry out normal day-to-day activities.