• 60% of Americans took unhappy leave in the past year. Millennials lead with 60% having taken it, followed by Gen X (20%), Gen Z (17%), and baby boomers (3%).
• Primary industries taking unhappy leave:

1. Tech
2. Government/Public Administration
3. Education

• Nearly 20% of Americans took unhappy leave due to negative company culture or a toxic environment.
• After taking unhappy leave, Americans report improvements in the following areas:
  • Overall well-being: 72%
  • Focus: 69%
  • Stress levels: 68%
  • Productivity: 62%
  • Job satisfaction: 49%

• Nearly 50% of Americans would consider switching jobs if a different employer offered unhappy leave.

Mental health and well-being at work

• 1 in 2 Americans believe their employer does not prioritize employee mental health.
• Over 3 in 10 are not satisfied with the support their employer currently provides for emotional well-being.
• 4 in 5 Americans believe the provision of unhappy leave is fair to all employees, regardless of whether they use it or not. For employees who would choose not to take unhappy leave:
  • 45% would like additional vacation days.
  • 31% would like financial compensation.
  • 24% do not think additional benefits are necessary.

• Nearly 2 in 5 managers have taken unhappy leave.
• 75% of managers support their team members taking unhappy leave and believe it’s important for employee retention.
• Primary signs it’s time for employees to hit pause and take unhappy leave:

• Emotional distress impacting work performance: 76%
• Persistent feelings of stress or burnout: 71%
• Lack of motivation or engagement with work: 57%
• Interpersonal conflicts at work affecting mental health: 52%

Companies adopting unhappy leave policies

• 1 in 5 organizations are considering adding a policy for unhappy leave. The top industries considering this are:

1. Tech
2. Healthcare
3. Education

• Managers’ primary concerns with adopting an unhappy leave policy:
  • Employee misuse or overuse: 55%
  • Workload coverage during absences: 41%
  • Distinguishing from regular sick leave: 40%
  • Assessing eligibility fairly: 40%
  • Clarity on policy use guidelines: 38%

• 4 in 5 managers think unhappy leave would make their organization more appealing to future employees.

Companies expanding wellness benefits

• 47% of organizations are considering expanding emotional wellness benefits, such as mental health counseling, flexible work hours, or stress management resources.
• 30% of managers think mental health stipends for wellness apps, therapy, or fitness memberships would make employees feel more valued.
• 29% of managers think access to counseling or therapy services would make employees feel more valued.
• 3 in 4 managers think it is important for their organization to offer mental health policies like unhappy leave to stay competitive with other employers.

We surveyed 500 American employees and 500 managers to examine the growing workplace phenomenon of “unhappy leave.” The average age of employees was 39; 48% were women, 51% were male, and 1% were non-binary. Generationally, 3% were baby boomers, 21% were Gen X, 59% were millennials, and 17% were Gen Z. The average age of managers was 41; 44% were women, 55% were male, and 1% were non-binary.

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