How To Take Stress Leave At Work (With Examples)

Stress is a common aspect of life, but when it significantly impacts your ability to perform your job, considering stress leave may be a necessary step. Remember, you are not alone in navigating these challenges.

This article will explain what stress leave entails, how to request it, and how to maximize the benefits of your time away from work.

Key Takeaways:

• While stress is inevitable, prioritizing your mental health is crucial to prevent burnout and other health issues.

• Recent studies indicate that approximately 20% of adults in the U.S. experience mental health issues annually, with nearly half facing mental health challenges at some point in their lives.

• When requesting stress leave, verify if your employer is covered under the FMLA and consult your employee handbook for company-specific policies.

• If overwhelming deadlines, conflicts with colleagues, or issues with management are affecting your work performance, consider stress leave as a viable option.

What Is Stress Leave?

Stress leave is a type of leave of absence that allows employees to address stress-related issues. Although not a formal term, it falls under the broader category of “medical leave.”

This leave is protected under the Family and Medical Leave Act (FMLA), which entitles eligible employees to take up to 12 weeks of unpaid leave without the risk of losing their job or benefits.

Employees might find stress leave necessary when mental health challenges cannot be resolved with a brief break from work. You may qualify for stress leave if you are experiencing:

How to Request Stress Leave

Requesting a leave of absence varies by employer, so it’s crucial to refer to your employee handbook before starting the process. Here are some general steps to follow:

1. Confirm FMLA coverage. The FMLA applies to employers with 50 or more employees within a 75-mile radius. To qualify, you must have been employed for at least a year and logged a minimum of 1,250 hours in the past year.

2. Understand your state laws. While the FMLA establishes minimum requirements, each state may have its own family and medical leave laws that provide more generous benefits. Check with your state’s labor department for detailed information.

3. Review your employee handbook. Your handbook will outline medical leave policies that may not require delving into legal intricacies. If you’re uncertain, reach out to someone in human resources for guidance.

   Your company’s intranet may also have necessary forms for you and/or your doctor to complete when applying for medical leave.

4. Consult with a healthcare provider. Stress leave qualifies as medical leave, so you’ll need to document your condition. Schedule an appointment as soon as possible to discuss your symptoms and their impact on your work.

   Be honest with your therapist or healthcare provider about your experiences, including workplace stressors and their effects on your mental and physical well-being. If you’re struggling with substance use or self-harm thoughts, disclose this information as your provider is bound by confidentiality.

   Even if stress leave isn’t an option, consulting a medical professional about your mental health is always beneficial.

5. Obtain a doctor’s note. Ask your healthcare provider if they’ll support your request for a medical leave of absence, specifying the duration or offering their professional recommendation.

   Ensure you have any HR documents ready for your doctor to sign and keep copies of all completed forms before submission.

   Your employer may contact your healthcare provider, but they cannot disclose specifics about your condition, only that a medical leave is recommended.

6. Provide advance notice to your employer. Both federal and state laws mandate that you give reasonable notice before requesting leave. Under the FMLA, you must provide at least 30 days’ notice for foreseeable situations, such as childbirth or a scheduled medical procedure.

   If 30 days isn’t feasible, notify your employer as soon as possible. Some states may have shorter notice requirements, so aim for 30 days to ensure compliance with both federal and state guidelines. Document your notice in writing to avoid misunderstandings.

7. Submit your request. Once you’ve gathered all necessary documentation, submit your request for medical leave. You aren’t required to share detailed information about your condition or treatment plans; simply indicate the dates you’re requesting off and that it’s for medical reasons under the FMLA or applicable state laws.

   Your employer must inform you of your eligibility within five days of your request. Being clear and open with your employer can improve your chances of approval.

Example Reasons for Stress Leave

Employees may need stress leave to manage various work-related stressors, including:

• Poor work-life balance. If you struggle to disconnect from work, you may find it challenging to dedicate energy to other areas of your life, impacting your overall well-being.

• Conflict in the workplace. Dealing with difficult coworkers, bullying, or harassment can create unmanageable stress. Spending significant time with toxic individuals can exacerbate stress levels.

• Overwhelming workload. Burnout is a serious issue that may necessitate stress leave to cope with excessive demands. Unrealistic deadlines, additional responsibilities outside your job scope, low energy, and cynicism can all contribute to burnout.

Other Considerations for Stress Leave

While we’ve covered the basics, you may have additional questions. Here are some factors to consider when contemplating stress leave:

• Paid leave options. The FMLA does not require employers to provide paid leave during stress leave. While some jurisdictions offer paid leave, they are rare. You may qualify for short-term disability (STD) benefits, often provided through your employer or private insurance. Check with HR to see if your company offers STD benefits.

  Pay attention to the following details:

  • Notice requirements

  • Waiting periods

  • Pay caps (often around 60% of your weekly salary, subject to variations based on tenure)

  • Benefit duration

  • Exclusions for pre-existing conditions

  • Company policies on using PTO or sick days prior to accessing STD benefits

• Intermittent stress leave. Stress leave doesn’t have to be an all-or-nothing scenario. You can discuss with your healthcare provider or employer the possibility of taking intermittent leave, which allows for a reduced work schedule.

  This could mean working fewer days each week or shorter hours daily, depending on what you and your doctor agree is best for managing stress. Intermittent leave can also be combined with regular stress leave, such as taking a full week off, followed by a reduced schedule.

• Ineligibility for FMLA or state laws. Even if you don’t qualify for FMLA protection due to your company’s size or your employment duration, you can still request a leave of absence. However, in this case, your job will not be protected. Work with your employer to find a suitable solution, as each company has its own leave of absence policies.

How to Go on Stress Leave

Stress leave is not a vacation but a time to address your relationship with stress and seek ways to move forward. To make the most of your stress leave, consider the following steps:

• Prioritize self-care. With your work hours reduced, focus on self-care by engaging in hobbies and activities you enjoy but lacked time for during your full work schedule. Prioritize sleep, healthy eating, and exercise. Spend time with friends, meditate, or enjoy the outdoors to recharge.

• Identify your stressors. Use this time to pinpoint the specific causes of your stress. Understanding the root of your stress, whether it’s sleep deprivation or workload demands, can help you develop a plan for returning to work.

• Continue medical consultations. Your healthcare provider may offer a treatment plan during your leave. Utilize this time to see a therapist or medical professional to learn new coping strategies. Address any physical health issues resulting from stress as well.

  Stress leave is only beneficial if you return to work with a plan for managing stress effectively.

• Set achievable goals. Reflect on what you want to accomplish during your stress leave. Consider the positive changes you wish to implement to reduce stress. Approaching your leave as a temporary escape without a plan for your return may not yield successful outcomes.

  If you realize that your job and effective stress management are incompatible, it may be time to explore new job opportunities. Acknowledging when your current job is detrimental to your well-being is crucial.

How to Return from Stress Leave

We hope your stress leave provides the necessary space to restore your well-being and job satisfaction. However, it’s important to ease back into the workplace rather than rushing in.

The following tips are relevant for those returning from a full stress leave, as employees on intermittent leave will still have ongoing workplace interactions:

• Prepare your explanations. Colleagues may be curious about your absence, particularly if they know it was for medical reasons. Develop a response you’re comfortable with, whether detailed or brief. A simple statement like “managing some health issues” is sufficient.

• Take it slow. With new coping strategies in place, it’s essential to transition back gradually. Consider working remotely or reducing your hours initially to monitor how you feel before resuming your full workload.

• Communicate with your supervisor and HR. As you transition back, ensure you feel supported by your employer. Discuss any workplace elements that may have contributed to your stress and propose reasonable adjustments.

  Whether it involves a more pleasant workspace or scheduled breaks for stress management techniques, changes are necessary to prevent a recurrence of the issues that led to your stress leave.

Stress Leave FAQs

1. What are acceptable reasons for stress leave?

   While there’s no definitive “good” reason for stress leave, appropriate reasons may include:

   • Mental health issues (as verified by a mental health professional)

   • Family emergencies

   • Burnout and overwork

   • Workplace conflicts

   To ensure your request is valid, review FMLA and company policies before applying for stress leave.

2. When should I leave work due to stress?

   You should consider leaving work if stress adversely affects your ability to maintain a healthy lifestyle or perform effectively. Carefully assess your motivations and the potential impacts on your financial and professional future. Leaving work should not be an impulsive decision; consult with mental health professionals and HR prior to making a choice.

3. Can I be terminated while on stress leave?

   If your stress leave is protected under the FMLA or other applicable laws, you cannot be terminated during this time. Federal and state regulations safeguard your position while on medical leave, with specific time limits on how long you can take leave while remaining protected.

   Your employer’s policies may also offer protection, especially if you’re part of a union with a collective bargaining agreement.

4. Is stress considered valid under FMLA?

   If your stress qualifies as a medical condition, it is covered by FMLA. A mental health professional will be necessary to substantiate your claim. Review FMLA guidelines carefully if you plan to utilize it for stress-related leave.

5. How do I approach HR for stress leave?

   To request stress leave from HR, you should:

   • Review federal and state medical leave laws

   • Examine your company’s medical leave policies

   • Consult with your healthcare provider

   • Schedule an appointment with a medical professional

   • Consider the duration of your leave

   • Meet with HR to present your findings

   Preparation is key before approaching HR to ensure you understand your situation and confidently address your needs.

6. What are the regulations regarding stress leave?

   The rules surrounding stress leave can vary based on individual circumstances, applicable laws, and company policies. Not all stress leaves will fall under FMLA protections, and some small businesses may not be required to adhere to these regulations. Assess your situation thoroughly before deciding on taking stress leave.

References

1. U.S. Department of Labor – Mental Health and the FMLA

2. National Conference of State Legislatures – State Family and Medical Leave Laws

3. Office of Personnel Management – Fact Sheet: Sick Leave (General Information)

Author

Matthew Zane

Matthew Zane is the lead editor of Zippia's How To Get A Job Guides. He is a teacher, writer, and world-traveler that wants to help people at every stage of the career life cycle. He completed his masters in American Literature from Trinity College Dublin and BA in English from the University of Connecticut.