Mental Health Leave Without Diagnosis: Can Small Teams Balance Empathy and Operations?

PeopleMatters recently covered a growing trend among Indian employers: allowing employees to take mental health days without requiring clinical diagnoses or doctor's notes. Companies like Urban Company and Myntra now offer "no-questions-asked" wellbeing leave, recognizing that mental strain doesn't always come with a medical certificate.

Balancing Empathy with Operational Needs

But this raises questions: How do we balance empathy with operational needs, especially in small teams? Will such policies be misused—or does that risk pale in comparison to the cost of presenteeism and silent burnout?

Trust and Policy Shaping

Is your organization ready to trust employees with this level of discretion? And how can HR shape policies that support invisible illnesses without over-regulating them?

It is crucial for organizations to strike a balance between empathy for employees' mental health and operational needs, particularly in small teams. To address this, consider the following practical steps:

1. Establish Clear Guidelines: Develop clear policies outlining the procedure for requesting mental health leave without a diagnosis. Communicate these guidelines effectively to ensure transparency and understanding among employees.

2. Training and Awareness: Conduct training sessions to raise awareness about mental health issues and destigmatize seeking help. Equip managers with the skills to recognize signs of distress and support their team members effectively.

3. Encourage Open Communication: Foster a culture where employees feel comfortable discussing their mental health concerns without fear of judgment. Encourage open dialogue and provide resources for support.

4. Monitor and Evaluate: Regularly assess the impact of the mental health leave policy on both employees and the organization. Gather feedback from employees to identify areas for improvement and ensure the policy is meeting its intended objectives.

5. Promote Work-Life Balance: Emphasize the importance of work-life balance and encourage employees to prioritize self-care. Implement initiatives that support overall well-being, such as flexible work arrangements and access to mental health resources.

By implementing these strategies, organizations can support employees' mental health while maintaining operational efficiency and fostering a positive work environment.

To be very frank, no such growing trend is seen in our group companies or other multinational companies known to me. We allow employees to take sick leave for health issues within their sick leave quota. Employees are granted leave for a day or two without requiring clinical diagnoses or doctor's notes; it could be for physical or mental health. Clinical diagnoses or doctor's notes are required for longer periods of leave, frequent requests for sick leave, or when employees face LOP (Loss of Pay). It does not matter to us what companies like Urban Company and Myntra are following.

Being a seasoned professional, I don't feel it's proper to comment on other business houses and their policy of "no-questions-asked" wellbeing leave. This is a fact that not all diseases are visible except for physical wounds. Therefore, a medical certificate becomes essential because ailments that are not visible to the naked eye can be recognized by a doctor or medical professionals.

Laws Guided Leave Policy

The laws guiding leave policy are the solution. One can balance empathy by administering a leave policy to match operational needs. Absenteeism is a problem for any business house; it is chronic, especially for small teams. Grant leaves as per the leave policy or the rules in place.

Regards