This April marks Stress Awareness Month and while stress itself is not a mental illness, high levels of stress, or prolonged periods of stress, can have a real impact on someone’s wellbeing and ultimately lead to mental ill-health. Finding ways to manage stress in the workplace - before it becomes a larger issue - is essential for employees and businesses alike.
Mental health has become a critical component of workplace discussions, and rightly so, having evolved from a personal matter to a top priority on corporate agendas. As the stigma around mental health continues to diminish, leaders are now seeking strategies for actively preventing burnout and employee stress rather than being reactive when it arises.
Prince William recently made headlines as he called for mandatory mental health breaks for NHS staff to combat burnout. “For me, looking into the nation’s mental health over the last few years, unless there’s almost enforced breaks in someone’s career, as part of your career development, we’re never going to get to that point where you can look after their mental health, because you always rely on the individual to put their hand up,” he said.
There is a clear argument for mental health breaks for those who work in high-pressured environments such as healthcare, but is it realistic - and even necessary - to implement them across all sectors? Would they work? And what are the tangible benefits and potential disadvantages for companies of all sizes?
The reality of mental health breaks
Mental health breaks are short periods during which employees step away from their work to rest, recharge, and focus on their mental wellness. Unlike traditional annual leave or sick leave, these breaks are specifically tailored to support psychological wellbeing.
In high-pressure environments, the concept of mental health breaks might seem impractical. However, as workplace stress and burnout become more widely recognised, these breaks are proving to be vital for employee wellbeing, as well as for company retention, engagement, and productivity.
According to research conducted by Walking on Earth (WONE), a precision health platform for workplace stress, nearly half of UK employees in technology and professional services report high levels of stress. And it’s estimated to cost UK employers £28 billion annually. This highlights that stress can have a huge impact on businesses across all sectors and that it needs addressing.
How realistic are mental health breaks?
Businesses, regardless of size or industry, often operate with tight schedules and high demands. This raises the question ‘can companies truly afford to offer employees time off for mental health purposes?’ The answer is yes; businesses can’t afford not to. But its success depends on strategic implementation. The key is not necessarily offering extended leave to all employees but rather allowing smaller, more frequent breaks that can make a meaningful difference. These breaks could include:
Flexible work hours: allowing employees to manage their schedules effectively to reduce stress.
Mental health days: providing one or two days per year specifically intended for mental wellness, without stigma or penalty.
Regular breaks: encouraging stepping away from desks for brief walks, mindfulness exercises, or simple downtime.
While the feasibility of these breaks may vary depending on the nature of the business, most organisations can adopt some form of mental health support without compromising productivity.
Would it work?
The effectiveness of mental health breaks largely depends on how they are implemented and perceived by employees. Research indicates that even short breaks can significantly enhance focus, mood, and overall productivity. In fact, Harvard Business Review noted: “A longer break does not necessarily equate to a better break. Disengaging from work only for a few minutes but on a regular basis (micro-breaks) can be sufficient for preventing exhaustion and boosting performance.”
Businesses that actively encourage mental health breaks are not just offering a benefit but are investing in higher-quality performance and a more resilient workforce. As awareness grows, it’s clear that mental health breaks are far from a mere trend - they are a smart business strategy.
The benefits of mental health breaks
Increased productivity: when employees are given the opportunity to recharge, they return to work more focused, creative, and efficient.
Reduced turnover: acknowledging employee wellbeing fosters loyalty and satisfaction, which reduces costly turnover rates.
Improved engagement: when employees feel supported, they are more likely to be committed to their work and perform at higher levels.
Positive company culture: promoting mental health breaks demonstrates a genuine commitment to employee wellness, enhancing the company’s reputation and employer brand.
Better health outcomes: supporting mental health reduces the likelihood of long-term mental health conditions that can impact productivity and overall job satisfaction.
Potential disadvantages of mental health breaks
The list of positives is extensive so surely there are no downsides? Well, mental health breaks are not without challenges, particularly for companies with demanding workflows. These could include:
Disruption of workflow: for businesses with tight deadlines or a limited number of employees, even short breaks can create productivity gaps.
Potential for misuse: without clear guidelines, some employees may misuse mental health breaks, undermining their intended purpose.
Implementation challenges: crafting a policy that works for all employees without sacrificing operational efficiency requires careful planning.
Cultural resistance: in industries where productivity is closely associated with physical presence, mental health breaks may be stigmatised or misunderstood.
Difficulty in measurement: unlike traditional metrics like hours worked, the impact of mental health breaks on productivity can be challenging to quantify.
A balancing act
Ultimately, the question of whether mental health breaks are feasible comes down to prioritisation. Companies must weigh up the potential disruption against the benefits of improved employee satisfaction and productivity. The truth is mental health breaks are not just a perk - they are becoming a necessary part of any sustainable workplace strategy.
The key is to integrate them into your company culture from the outset. Ensure that your policies clearly define what constitutes a mental health break and what doesn’t, encourage open communication and make sure that employees mental health is valued, offer mental health resources such as an employee assistance programme or mindfulness resources, and lead by example. Leadership should be modelling the behaviour they want to see. When leaders prioritise their own mental wellbeing, this sets a positive example for employees, encouraging them to prioritise their own wellness, reduces the stigma around mental health, and helps employees feel understood and supported.
By thoughtfully implementing mental health breaks, companies can enhance their resilience, attract top talent, and demonstrate a genuine commitment to their employees’ wellbeing. Mental health breaks are both realistic and beneficial when applied correctly. Companies willing to be proactive in promoting mental wellness will likely find themselves better equipped to navigate the challenges of an increasingly demanding and competitive business landscape.
If you are looking to hire a professional for your team, or seeking a new opportunity, get in touch with a specialist consultant today.
