Stress leave can be an uncertain time for both the employer and employee. But it’s important to remember that mental health is precious, and sometimes, time away from the office isn’t just helpful, it’s essential. Got questions about stress leave? Find answers in our useful guide.
Stress leave is a form of authorised leave designed to help staff recover from the effects of stress. If you are significantly affected by stress and it prevents you from doing your job, a break from work is recommended to help you look after your mental health.
The MHFA England reports that burnout is becoming a more regular occurrence in UK workplaces. To prevent stress and stress-related absence from becoming the norm, employers need to make stress reduction a priority.
According to the HSE, between 2023 and 2024 stress was one of the biggest causes of work-related ill health in the UK, alongside anxiety and depression. Since work stress is so prevalent, it’s clear that we need to be doing something about it. But first, we need to look at the causes.
Here are some of the most common:
Another cause of stress that can sometimes be overlooked is unmet neurodivergent needs. Neurodivergent staff members may face additional pressure if they don’t have the right assistive technology or don’t feel properly supported by management. You can learn more about how line managers can support neurodivergent employees in our helpful blog post.
Early signs of stress can sometimes be difficult to spot, especially if they’re subtle. If you recognise a combination of the following signs/symptoms in yourself or an employee, it’s important to take them seriously:
It may be tricky to know when stress symptoms are severe enough to take leave. In an ideal scenario, an employee would stay at work and find ways to manage stress with direct support from their employer. However, there can be times when it all gets too much, and even with changes in the work environment, stress can start to affect someone deeply.
If you or your employee is: (a) experiencing multiple stress symptoms that aren’t improving with intervention, (b) struggling to manage day-to-day tasks and duties, or (c) experiencing severe physical symptoms like weight loss or insomnia, stress leave should be considered.
Did you know? Beyond weight loss and fatigue, stress can have a significant negative impact on a person’s physical health over time. Research tells us that chronic stress negatively affects our blood pressure, heart health, and brain function. For an employee with existing health vulnerabilities, this physical toll on the body can lead to serious illness.
Stress leave works in exactly the same way as regular sick leave. You can take 7 days’ leave without requiring a note from your GP, or if you’re likely to be off work for longer than 7 days, you’ll need to ask your doctor for a fit note. There is no legal ‘maximum time off’ for stress leave, but being absent for more than 28 weeks can affect whether you receive sick pay.
If you’re off sick with stress, you’re entitled to statutory sick pay for up to 28 weeks. The minimum your employer can pay you is £118.75 per week; however, what you actually receive will depend on your company’s sick leave policy. You can check your employee handbook to find out what you’ll get.
If stress is affecting your ability to work, you have the right to take sick leave and expect fair treatment. Employers in the UK have a legal duty of care to safeguard your mental health, which includes identifying and reducing work-related stressors.
While reasonable adjustments are a legal requirement under the Equality Act 2010 for employees with a disability (this includes long-term mental health conditions), employers are also encouraged to offer support more broadly. Even if your condition isn’t classed as a disability, temporary adjustments like flexible hours, workload changes, or a phased return can help you recover and stay connected to work.
You also have the right to confidentiality, and any medical information you share must be handled sensitively and lawfully.
Requesting stress leave may seem daunting, but if steps to improve your stress levels at work aren’t working and it’s taking a toll on your mental health, don’t be afraid to have a frank conversation with your manager or HR. When doing so, it can be helpful to:
If you’re an employer supporting a staff member on sick leave, help your employee by focusing on the following:
Keeping in contact during leave: Stay in touch with the employee if they are happy for you to do so. Always discuss the best type of correspondence and how often check-ins should take place.
Supporting their return to work with adjustments: Upon their return to work, your employee may require a phased return, reasonable adjustments like flexible hours or work setting, or additional equipment to support them in their role. Discuss these requirements with them and do your best to accommodate their needs to make them feel comfortable.
If you’re an employer, you have a responsibility to protect your staff from stress. Make sure you’re checking in regularly with your team and listening carefully to their needs. While building resilience is key for a strong team, you have to be realistic about the workload. If it’s unmanageable or too demanding, you could be putting your staff at risk.
Yes. If you’re currently in the middle of your notice period, stress leave works exactly the same way as it would for any other employee. You just need to make sure you self-certify for the first 7 days and get hold of a fit note from your GP if you’re off for longer.
Yep. In the UK, stress leave is legally treated as sick leave. That means you’re entitled to statutory sick pay (SSP) if you meet the eligibility criteria, and your absence should be recorded as sickness, not holiday or unpaid leave.
Taking stress leave shouldn’t negatively affect your future employment. Employers are legally prohibited from discriminating against you for having taken sick leave, including for mental health reasons.
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