Why Mental Health Days Are on the Rise

In workplaces across the country, a quiet shift is gaining speed. More employers are beginning to recognize that emotional and psychological well being is not just a personal issue but a professional priority. A recent report from the Society for Human Resource Management shows that the number of companies offering paid mental health days rose by thirty seven percent from two thousand twenty two to two thousand twenty five.

This momentum is not coming from fringe wellness startups. Major corporations like Google, Target, and UnitedHealth Group now include designated mental health days in their employee benefits. Some companies offer flexible leave while others build mental health days into quarterly calendars to encourage proactive self care.

The reason is clear. Burnout, stress, and anxiety are costing employers billions each year in lost productivity and turnover. Mental health days are emerging as a practical, research supported tool to help employees reset, recover, and return to work more focused and engaged.

The Mental and Financial Costs of Workplace Stress

In a two thousand twenty four survey by the American Psychological Association, sixty eight percent of United States workers reported that work was a significant source of stress. Over forty percent said they felt emotionally drained by the end of the day. The World Health Organization classifies burnout as a syndrome that results from unmanaged chronic workplace stress and links it to fatigue, cynicism, and reduced performance.

For employers, the consequences of ignoring these trends include:

• Higher rates of absenteeism

• Increased health care costs

• Lower employee engagement and morale

• Higher turnover and recruiting expenses

The National Safety Council estimates that companies lose between five hundred to one thousand dollars per employee each year due to stress related productivity losses.

By contrast, offering dedicated mental health days is a relatively low cost benefit with potentially high returns.

How Mental Health Days Support Employee Wellness

Mental health days give employees a chance to pause, recover, and attend to emotional needs before symptoms worsen. When structured well and supported by leadership, they create a culture of psychological safety where it is acceptable to rest without guilt.

Benefits of mental health days include:

• Reduced risk of burnout

• Improved concentration and decision making

• Lower anxiety and depressive symptoms

• Higher job satisfaction and retention

Importantly, these benefits extend beyond the individual. Teams where mental health days are normalized often report improved collaboration, empathy, and openness about stress and boundaries.

Mental Health Days in Minnesota Workplaces

Minnesota employers are participating in this national trend. Companies like General Mills, 3M, and Medtronic have introduced wellness programs that include flexible time off for mental health reasons. The Minnesota Chamber of Commerce notes a rise in mental health benefit investments among small to mid sized businesses, especially in healthcare and tech sectors.

In public service, some Minnesota school districts have begun offering staff mental health days in response to increased burnout since the COVID nineteen pandemic. One Twin Cities nonprofit, People Incorporated, allows employees to use wellness hours each quarter for rest, therapy, or self care.

Using national data as Minnesota specific research unavailable

Despite progress, access remains uneven. Hourly workers and employees in smaller firms often lack clear policies or feel unsafe taking time off. Advocacy groups continue to push for state level protections similar to those in California and New York, where mental health days are now protected under paid sick leave laws.

How Employers Can Implement Mental Health Days Effectively

To make mental health days meaningful and effective, organizations need more than a line item in a handbook. Here are essential steps for creating a supportive culture:

1. Normalize Usage
   Leaders should model the behavior by taking mental health days themselves and speaking openly about their importance.

2. Use Clear Language
   Employees are more likely to use the benefit if they know exactly what it means and how it works. Replace vague terms like “wellness day” with explicit mental health language.

3. Avoid Stigma
   Train managers to respond supportively when employees request time off for mental reasons. Avoid pushing for explanations or making them feel guilty.

4. Track Impact
   Use anonymous surveys or check in meetings to see how staff use and benefit from the policy.

5. Provide Resources
   Pair time off with access to counseling, workshops, or digital tools like mindfulness apps.

Common Questions About Mental Health Days

Can employees misuse mental health days as extra vacation?
While any time off policy can be misused, studies show that most workers use mental health days appropriately. Trust is essential, and the long term benefits of employee well being usually outweigh isolated misuse.

Do mental health days reduce burnout?
Alone, they are not a full solution. However, when combined with workload adjustments and supportive leadership, they are effective in preventing burnout and improving mental health outcomes.

How do I ask for a mental health day?
Use clear but simple language. For example, say “I’m feeling emotionally overwhelmed and need a day to reset so I can return focused” or “I need to take a personal mental health day to take care of myself.” If possible, give notice and let your team know what will be covered.

Practical Tips for Employees Considering a Mental Health Day

1. Plan Ahead if You Can
   Choose a low demand day and inform your team early. Add an out of office reply or delegate tasks if needed.

2. Use the Time Intentionally
   Avoid simply running errands. Instead, choose activities that soothe or replenish your energy, such as nature walks, journaling, reading, or seeing a therapist.

3. Disconnect from Work Devices
   Silence notifications, turn off email, and create space to truly rest.

4. Reflect Afterward
   Notice how the day affected your mood, focus, or motivation. Use that insight to plan future wellness support.

5. Advocate for Others
   If your workplace does not offer mental health days, consider respectfully raising the idea with HR or leadership. Share examples of how it could help with retention and morale.

Building a Culture That Supports Mental Wellness

Mental health days are one piece of a larger puzzle. The most effective organizations combine them with other support systems like flexible schedules, access to therapy, regular check ins, and anti burnout training for managers. A culture of care means employees do not have to push themselves to exhaustion to prove their worth.

In Minnesota, where winters are long and many workers juggle professional and family pressures, these support systems are especially valuable. Taking a day to rest or recharge is not a weakness. It is a strategic, responsible, and increasingly respected part of doing your best work.

Whether you are an employer designing benefits or an employee learning to listen to your needs, now is the time to make space for mental health in the workplace.

Find a local Therapist: https://mindfullyhealing.com/clinicians
(952) 491-9450

Sources:

• Mental Health Days on the Rise in 2025 (SHRM, 2025): https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/mental-health-days-rise-in-2025.aspx

• Work Stress Continues to Rise (American Psychological Association, 2024): https://www.apa.org/news/press/releases/stress/2024/work-stress

• Burnout in the United States Workforce (National Safety Council, 2024): https://www.nsc.org/workplace/tools-resources/workplace-safety-topics/employee-wellbeing