Taking a day to address overwhelming stress, often called a mental health day, supports professional sustainability by allowing recovery and rest. Communicating this need professionally minimizes disruption and preserves the working relationship with your manager and team. Your message must be handled with care, ensuring you maintain privacy while providing the necessary logistical information for your team to manage your workload. A clear and concise approach is preferable to oversharing or vague language, which can create misunderstanding.
Reviewing Your Company’s Sick Leave Policy
Before communicating your absence, consult your organization’s employee handbook or official policy documents. This review clarifies whether mental health days are explicitly recognized and covered under the existing sick leave structure. Many modern policies incorporate mental wellness under general sick time, meaning you would use your accrued paid sick leave for this purpose.
Knowing your available sick time balance is important, especially if your absence might extend beyond a single day. Some companies require a doctor’s note for absences exceeding a certain duration, typically three or more consecutive days. While federal frameworks like the Family and Medical Leave Act (FMLA) or the Americans with Disabilities Act (ADA) offer protections for serious health conditions, these laws usually apply to extended leave, not a single day of rest.
Deciding How Much to Disclose
The choice of how much detail to provide regarding your stress is guided by your workplace environment and relationship with your manager. The most common approach is to be vague, stating you are “unwell” or “not feeling well.” This strategy is effective because it focuses only on your incapacitation without requiring you to disclose personal medical information, which you are not obligated to share.
Keeping the reason general avoids potential stigma or awkward conversations upon your return. A more explicit approach, using phrases like “need to take a day to address my health,” might be appropriate in a supportive culture or if you anticipate needing future accommodations or longer leave. However, for most short-term absences, providing minimal detail is the most professional course of action.
Essential Information to Include in Your Message
Your communication must contain all the necessary logistical details for your team, regardless of how much you disclose. The message should begin with a clear, unambiguous statement that you will be absent from work for the day. You must also specify the expected duration of your absence, whether it is for a single day or if you will provide an update the following morning.
A proper notification includes a plan for urgent coverage, explaining who will handle immediate tasks or time-sensitive client needs. Confirm that your work is covered by a designated colleague or that you have set an out-of-office response detailing who to contact for immediate issues. Using a written method like email is generally preferable to a phone call, as it creates an official record of your notification.
Professional Scripts for Taking a Mental Health Day
Vague Email Script (General Illness)
Using a vague script is the standard approach for a single mental health day to maintain privacy and professionalism. Send the email as early as possible before the start of your workday so your manager can adjust for your absence. The message should state the fact of your absence and the planned coverage with brevity.
Subject: Absence Today – [Your Name]
Hi [Manager’s Name],
I am writing to inform you that I woke up feeling unwell and will need to take a sick day today. I will be completely offline to focus on resting and recovery. I have asked [Colleague’s Name] to cover my urgent client emails and time-sensitive requests. I will check in tomorrow morning with an update on my status.
Thank you for your understanding.
[Your Name]
Direct Email Script (Mental Health Mentioned)
A direct script is reserved for situations where you feel comfortable disclosing the nature of your absence, or when planning for a multi-day absence that may require formal HR involvement. The language remains professional, framing the absence as a need to address a health matter.
Subject: Health-Related Absence – [Your Name]
Hi [Manager’s Name],
I need to take today off to address a personal health matter and focus on my well-being. This time away is necessary to ensure I can return to work performing at my full capacity. I have delegated any urgent items to [Colleague’s Name] and they have been fully briefed. I will follow up tomorrow regarding my return.
I appreciate your support.
[Your Name]
Phone Call Script
If company policy requires a phone call, prepare a short script to ensure you remain concise and avoid oversharing. The most challenging aspect is managing the inevitable question, “What’s wrong?” Have a professional, closed-off response prepared.
“Hi [Manager’s Name], I am calling to let you know that I am unwell and will not be able to come in to work today. I need to take a sick day to recover fully. I have ensured that [Colleague’s Name] has the information they need to manage any urgent tasks. I will be in touch tomorrow morning with an update on my return.”
If prompted for more detail, use a simple, closed phrase such as, “It is a non-contagious personal health matter that requires me to rest,” or “I simply need to take the day to focus on my health.” This language sets a boundary while confirming the time off is health-related, without providing specific details. Keep the conversation brief and immediately pivot back to the logistics of your absence.
Managing Your Return to Work
A professional return to the workplace after a mental health day requires a measured and composed approach to normalize your brief absence. When you return, focus on clearing up urgent tasks and seamlessly reintegrating into your workflow without drawing undue attention to your time away. A brief, sincere expression of thanks to colleagues who covered your responsibilities supports team morale.
It is important to resist the urge to over-explain your absence to your manager or colleagues, as this can undermine the boundaries you established. Simply stating you are feeling better and ready to focus on work is sufficient and maintains your professional composure. To prevent the need for frequent sick days, consider proactively setting boundaries with your workload or exploring resources like an Employee Assistance Program (EAP). An EAP offers confidential support and counseling services that can help manage ongoing stress and contribute to sustainable well-being.