What is a Mental Health Day?

According to the British Safety Council, 18 million workdays are lost each year to poor mental health. Statistics like these have even led to the introduction of ‘Blue Monday’ which is dubbed the saddest day of the year. (It usually falls on the third Monday of January).

Charity Mind found that the cost of poor mental health is calculated at £300 billion a year in England alone. That’s why employers have both a legal and ethical duty to address their employees’ mental health and wellbeing in the best manner.

Without proper management, it could lead to serious consequences for both your staff, as well as the overall business. You could end up causing work-related illnesses, losing talented employees, and causing serious business disruption.

For free information on mental health days, call one of our expert Health and Safety Consultants today. Now, let’s look at what a mental health day is, why they’re important, and how employers can promote positive mental health in their workplaces.

What is a mental health day?

A mental health day is an absence used to focus on psychological wellbeing. Employees might use it to spend time with their family, practice self-care, or simply relax.

Mental health days are designed to allow staff to rest, reset, and return to work feeling refreshed. These types of days are becoming popular across more businesses. After all, employers have a legal duty to treat mental health issues just like physical ones.

Having well-rested employees not only promotes better wellbeing, but it’s also beneficial for employers. You’ll gain a workforce that’s more focused, attentive, and driven towards business success.

Are mental health days a legal requirement?

As of 2025, employers are not legally required to offer mental health days – paid or otherwise. (This is unless it’s a contractual benefit).

Some employers do offer this as a stand-alone form of annual leave. Others allow their staff to use their sick leave or unpaid leave as a mental health day off. It’s important to treat each case reasonably.

You cannot discriminate against a person’s mental health condition – especially if it’s diagnosed as a disability. That’s because disability discrimination is unlawful under the Equality Act 2010. These employees are also entitled to reasonable adjustments to support them during work.

What are examples of mental health conditions?

There are several types of potential mental health conditions people suffer from. In a workplace setting, employers may face:

• Anxiety.
• Phobias.
• Obsessive-compulsive disorder (OCD).
• Panic disorder.
• Depression.
• Postnatal depression.
• Bipolar Disorder.
• Post-Traumatic Stress Disorder (PTSD).
• Schizophrenia.
• Eating disorders.
• Personality disorders.

How to introduce mental health days in your workplace

As an employer, offering mental health days can have considerable benefits for your business. Positive wellbeing, increased retention, respectable brand, and cohesive workplaces.

Not only can mental health days improve your relationships with staff, but they could encourage top talent to join your business. Let’s look at ways employers can introduce them into their workplace:

Create a mental health day policy

The first step employers should take is creating a mental health day policy. This will portray the importance of mental health, as well as your business’s aim to improve it.

Outline your policy within your employee handbook and other staff documents. You can also include it within your annual leave policy. Make sure you highlight whether mental health days are part of paid annual leave or taken as unpaid leave.

Peninsula's experts have also created an employee wellbeing policy template ready for you to download and use in your business.

Encourage open conversations on mental health

Employers should encourage their staff to have open conversations on mental health. This promotes positive attitudes on talking about the subject, as well as eliminating taboos on it.

Line managers, HR representatives, and even occupational health officers should all receive training on mental health matters. That way employees have access to professional advice and support from their workplace.

Introduce an employee assistance program (EAP)

Some employees might not feel comfortable with sharing their mental health issues with their workplace. They might be cautious of reciprocations on their capabilities or reputation. They could even worry about being denied work opportunities because of it.

Introduce an employee assistance programme (EAP) as part of their occupational health procedures. This offers private, confidential advice to employees; along with support, counselling, and even therapy. Remember, employee mental health and wellbeing is just as important as their physical welfare.

Get expert advice on mental health days from Peninsula

Employers will gain endless benefits from offering mental health days in their workplace. From policies to EAPs – your staff will appreciate this personal support for their wellbeing and welfare.

Peninsula offers expert advice on offering mental health days. We offer 24-hour H&S advice which is available 365 days a year. We’ll take care of everything when you work with our H&S experts. We have also created an employee wellbeing policy template ready for you to download

Want to find out more? Contact us on 0800 028 2420 and book a free consultation with one of our Health and Safety consultants today.

Sources

18 million work days lost each year to poor mental health | British Safety Council

The Big Mental Health Report 2024 | Mind