top of page

I need a mental health day...

How often as HR professionals are we responsible for dealing with our employees not coming in to work? In some industry's we have to work to replace those shifts and in others, we have to put more work on other employees due to attendance. One of the things I've struggled with the most working for a smaller employee is being able to decipher a legitimate call out versus a non-legitimate one. After many years in HR, I hardly believe anyone, but in reality it doesn't change the outcome. We have to accept and rarely question why someone is unable to make it to work. I have always felt that asking questions leads to nothing more than changing my own perception about what's happening.

When it comes to mental health days it can be even harder to navigate as the definition is so broad. I truly believe we all have days in which we need a break or have a legitimate mental health condition that prevents us from working, but how do employers navigate the difference between legitimate and simply not feeling like working. Most states have mandated sick leave laws which can certainly help to ensure proper support is provided by employers. The issue that I see is in the definition. Take Arizona Sick Leave's definition of what it can be used for as an example, "Arizona sick leave can be used for the following: Medical care or mental or physical illness, injury, or health conditions. Circumstances relating to public health emergency or communicable disease exposure. Absence due to domestic violence, sexual violence, abuse, or stalking." (

Given this definition, if an employee calls out for needing a mental health day should it automatically be counted as sick leave? What questions can we ask about the specific mental health condition they are referencing? Do we need to or should we? Under what circumstances can we or should we question it? These are the kind of questions I want to explore the answers to in my paper and better guide employers on what to do in scenarios with employees when not only they give a vague definition, but so does the law.

I need a mental health day... © 2022 by Allison Lessard is licensed underCC BY-ND 4.0

12 views0 comments

Recent Posts

See All

During my research for my paper on marijuana testing in the workplace, I came upon this article, written in The Washington Post titled "Smoking weed after work? A growing number of employers don’t min

That may depend! Chances are good that the Employee Retirement Income Securities Act of 1974 has an impact on us all! Private sector plans ineligible for exemption are subject to the mandated standar

bottom of page