"Unhappy Leave" Is Just the Beginning: Creating Mental Health-Friendly Workplaces

A few months ago, I wrote about menstrual leave policies—a topic that sparked meaningful conversations about how workplaces address personal struggles faced by their employees. It reminded me of a former colleague who endured severe menstrual pain every month. Her discomfort was so visible that she often worked with a hot water bottle and, more than once, left the office in tears, relying on painkillers to push through. Despite her obvious struggles, our workplace had no policy to support her or other women experiencing similar issues. Our HR manager valued physical presence at desks over compassion or flexibility, and working from home—especially during that time—was unheard of. Looking back, it’s clear that a forward-thinking HR and leadership team could have made a profound difference.

While mental health has gained traction in public discourse over the past few years, it still remains largely unaddressed in workplace policies. Many organizations are content to "tick the box" by acknowledging Mental Health Awareness Month, yet few are willing to implement meaningful policies that provide actual support. It’s time to move beyond token gestures and create workplaces that genuinely value employee well-being.

Have you heard about the ‘ Unhappy leave?’ Read on....

The conversation around mental health still comes with stigma; ?some still look at mental health as a ‘weakness’ or a young, soft society that has refused to learn to deal with life. Employees struggling emotionally are often expected to "power through" in silence. This culture has taken a toll on individuals and businesses alike, with burnout, stress, and absenteeism becoming normalized. Our work environments still operate very retrogressively, many Human capital practitioners are still stuck at sign ins and sign outs that do not care about the mental state of their staff teams. ?Progressive policies like "Unhappy Leave" marks a remarkable shift in the workplace, but there’s also a lot of trust that has to play into HR and their teams, there’s no proof of ‘Unhappiness’ unlike medically diagnosed depression and other clinical mental illnesses ?These modern policies recognize that mental health is as vital as physical health, providing employees with the space to recharge emotionally and prioritize well-being. This shift is not just about benefits; it’s about creating workplaces where mental health is seen, heard, and supported.

Does your organisation care about your mental health?

Across the globe, organisations are introducing groundbreaking leave policies designed to support employee well-being. These are not just trends—they are fundamental shifts in how businesses view their people.

Global Innovations in Leave Policies

• Unhappy Leave: Pang Dong Lai, a retail chain in China, offers employees 10 additional days off to address emotional distress. This bold move promotes mental health awareness at work and recognizes that emotional stability is integral to productivity.
• Mentrual Leave: Several companies worldwide are embracing menstrual leave policies to support female employees experiencing menstrual discomfort. Notable examples include Zomato in India, which offers up to 10 days of paid leave annually, and Breezeblock in the UK, where employees receive three paid menstrual leave days per year. Coexist, another UK-based nonprofit, provides one day off each month for employees dealing with severe menstrual pain. In the U.S., Luna has also introduced paid menstrual leave as part of its focus on women's wellness. These initiatives are challenging traditional workplace norms and promoting more inclusive, empathetic work environments, helping to reduce stigma and improve employee well-being
• Pet Bereavement Leave: Acknowledging the deep emotional bonds people share with their pets, companies in the U.S. and U.K. now provide time off to grieve the loss of a pet, creating a more empathetic work culture.
• Unlimited Vacation: Companies like Netflix and Virgin empower employees with unlimited paid time off, showing trust and fostering a results-driven, flexible culture.
• Well-being Budgets and Sabbaticals: Hotjar grants annual well-being budgets for self-care, while Citigroup offers sabbaticals to combat burnout, ensuring long-term employees return recharged.
• Childcare Leave for All Parents: Netflix exemplifies inclusivity in family care by providing unlimited leave for new parents, emphasizing the importance of work-life balance during life’s transformative moments.
• Fertility Treatment Leave: In parts of Europe, some companies allow employees time off for fertility treatments, acknowledging the emotional and physical challenges of family planning.

These policies are strategic tools to attract and retain top talent, increase employee engagement, and reduce turnover.

The African Context: A Missed Opportunity?

While global companies take bold steps, many African workplaces remain hesitant to embrace mental health openly, often treating those facing mental health issues as lazy and without work ethic, while they praise and even gift workaholism.?The stigma surrounding emotional challenges often prevents organisations from addressing the issue directly. Beyond stigma, there is limited funding for mental health programs, with most African governments allocating less than 1% of health budgets to mental health.

Why African companies must move beyond ticking boxes and implement policies.

African workplaces must move beyond lip service to create truly inclusive environments. Offering policies like “Unhappy Leave” or sufficient parental leave for all genders could revolutionise employee engagement and productivity. Such initiatives could also address the unique challenges of Africa’s younger workforce, who are increasingly vocal about the need for mental health awareness.

Moreover, these policies shouldn’t be limited to white-collar roles. Workers in factories, farms, and the informal sector also face significant stress and deserve support systems tailored to their needs.

What’s Holding Us Back?

The question isn’t whether these policies can work in African contexts but whether companies are willing to invest in the well-being of their workforce. Leaders must ask themselves:

• Why is mental health treated as a luxury rather than a necessity?
• How can we adapt global best practices to local cultural contexts?
• What will it take to remove the stigma around mental health in African workplaces.

A Call to Action

African businesses have a golden opportunity to lead the way in reimagining workplace well-being.

If companies in China, India, and Europe can introduce transformative leave policies, African workplaces can too. Employees are not just cogs in a machine—they are human beings with emotional and mental needs. Addressing those needs is not only ethical but essential for building a sustainable, productive future.

It’s time to move the conversation forward.

What steps will your organisation take to prioritise mental health? Let’s challenge ourselves to think beyond the obvious—because a mentally healthy workforce isn’t just good business; it’s the right thing to do.

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