When someone calls in sick, most of us immediately picture coughs, fevers, or a dodgy takeaway. But what about burnout, anxiety, or just hitting an emotional wall? Increasingly, the modern workplace is starting to recognise that mental health is just as important as physical health — and that sometimes, what people really need isn’t rest from illness, but a break to reset emotionally.
So where does that leave the age-old concept of the “sick day”? And how do “mental health days” fit into today’s working world?
A Quick Look at the Difference
Let’s get this out of the way: a mental health day is a sick day. Legally, in the UK, if you’re unwell — mentally or physically — you’re entitled to time off. But culturally, many employees still feel they need to justify a mental health day differently, or worse, mask it entirely.
- Sick days have long been associated with physical symptoms — something visible, measurable, often doctor-approved.
- Mental health days, on the other hand, are still climbing the ladder of legitimacy in many workplaces, even though stress, anxiety, and burnout are now some of the most common reasons people need time off.
Why the Label Matters
Here’s the crux: when people feel they need to hide the real reason for their time off, it chips away at trust — both in themselves and in their employer. Recognising mental health days as valid and necessary helps build a culture where people are honest, supported, and ultimately, more productive in the long run.
- Normalising mental health days helps reduce the stigma that still clings to emotional or psychological struggles.
- It shows that the company values wellbeing in a holistic sense — not just when someone’s running a temperature.
- And perhaps most importantly, it helps prevent small issues from turning into long-term absences.
So, Should Companies Differentiate?
This is where it gets a bit tricky. On one hand, many argue that all health-related absences should simply fall under the same umbrella. A day off is a day off, and the less we force people to categorise their personal struggles, the better.
On the other hand, calling something a “mental health day” can be empowering. It can create space for conversations, support programmes, and a more proactive approach to wellbeing. So maybe it’s not about policy, but about culture.
What Employers Can Do
- Lead by example – If leadership talks openly about mental wellbeing, others will follow. Vulnerability breeds trust.
- Encourage openness without pressure – Not everyone wants to disclose why they’re off, and that’s fine. But make it clear that mental health is a valid reason to rest.
- Provide proper resources – From Employee Assistance Programmes (EAPs) to mental health first aiders, visible support systems matter.
- Build flexibility into work – Sometimes it’s not about taking a full day off, but about having space to decompress, step away, or work in a way that feels manageable.
The Bottom Line
Taking a mental health day doesn’t mean someone is weak, flaky, or unreliable. It means they’re self-aware enough to recognise when they’re running low — and wise enough to do something about it.
We work with businesses that want to build not just high-performing teams, but healthy ones. Creating a culture where mental health is respected isn’t just good ethics — it’s good business.
Because when people feel supported, they show up better. And sometimes, not showing up for a day is exactly what someone needs to come back stronger.
