Breakups can be extremely painful, but having to go to work and clock in at your 9-to-5 the next day has a way of amplifying the tragedy tenfold. Should employers consider offering “heartbreak leave” for their workers? It may sound like an unusual idea, but it could be a hit with your workers.
Valentine’s Day is just around the corner, and while it means a day of gifts, roses, and declarations of affection for some, others might not be as lucky. While it’s typically preferred that employers stay out of the personal lives of their employees, a breakup leave policy is something workers aren’t entirely opposed to. In fact, a study from Zety revealed that if employers did allow leave for workers who need time off to process a breakup, around 43% of them would likely use it. We aren’t entirely inclined to believe these numbers, considering workers already hesitate to use the regular PTO days available to them, however, the concept is a novel one that could change the mood of the workplace.
About 33% of workers think employers should offer heartbreak leave to allow them to recover from the initial blow of their breakups in peace. (Image: Pexels)
Should Employers Offer Heartbreak Leave for Workers? Its Unconventional, But Its Worth a Ponder
Zety recently released its Heartbreak Leave Report to quantify the support for “heartbreak leave” among workers, and its results are as entertaining as they are informative. The report found that 1 in 3 workers believe that companies should offer some time off for employees to deal with a breakup, so they can return to work after pulling themselves back together. These numbers are also followed by data that 1 in 3 workers have previously called in sick at work or used their PTO days to process a breakup with the right degree of emotional distress it deserves.
Interestingly, men and younger workers were found to be more likely to use this strategy. Gen Z’s appreciation for heartbreak leave is a given, as the population has always been keen on benefits that cater to their well-being. In addition, men were more likely to take time off after a breakup than women, with the numbers, adding up to 36% and 28%, respectively.
The report also asked respondents what a breakup leave policy could look like, and 40% believed that they would need at least 3 days of paid time off immediately after a breakup in order to get the initial flood of emotions out of the way. Realistically, workers do not expect to return to work after a 3-day break fully recovered, but some time to process the experience and what it means for them could prove useful.
Could a Workplace Breakup Leave Policy Actually Be Beneficial?
If the reports are to be believed, workers are using their sick days and PTO leaves to get through their heartbreak already, with 25% reporting that their breakups have affected their attendance at work. Most just show up to work with their emotional baggage in tow, and this is an accepted part of living in the modern world. But it’s hard to deny that these emotional phases do affect employee performance.
Around 43% say that a breakup affects their ability to focus, while 38% report lower motivation and engagement at work. Additionally, 23% report their decision-making to be impacted by their heartbreak, with 17% even finding a negative impact on their relationship with their colleagues and managers. Any form of pain or internal turmoil is enough to cause workers to need time off, but breakups have been normalized to the point where most are expected to push through without letting it affect the rest of their lives.
Providing leave for every issue and inconvenience can indeed prove expensive and cumbersome for a business, and offering heartbreak leave for workers doesn’t rank all too high in terms of business priorities. Still, recognizing and acknowledging an employee’s struggles and facilitating ways for them to process it can be a great way to show genuine care for workers.
Workers Want Heartbreak Leave, but It Can Be Complicated to Arrange
Despite its benefits, offering heartbreak leave for workers can be an awkward prospect, as many will be reluctant to put in a leave request in relation to a breakup for fear of judgment or the pressure of discussing it with their coworkers. About 65% report that they would feel uncomfortable requesting heartbreak leave due to the stigma around taking time off, particularly for “unnecessary” things like healing from heartbreak.
It can also be difficult to estimate just how many days off should be offered to workers. This is particularly true of the breakups in the 21st century, where these separations take place more often than most of us would like. As a result, offering leave each time can be complicated. However, for businesses willing to go the extra mile and find ways to structure a heartbreak leave system for workers, it could be a very unique benefit for the organization to offer.
If employers want to build a culture around caring for employees but don’t think a breakup leave policy is right for their business, there are other ways to offer employees some support during such emotional phases. For this, it is important to create policies that promote a more flexible approach to work.
Breakup PTO Alternatives to Consider
When employees feel comfortable asking for what they need and taking a step back from an over-planned schedule, they might find the time to recover even without a PTO policy specifically designed for it. Improving the work culture to allow employees to step back from a project so their distracted state doesn’t affect the work helps both the business and the employee.
Flexible or remote work days can also allow them to rest at home while still getting the job done, rather than facing the commute to work, the professional attire, the nosy colleagues, and the many aspects of socialization that can make the process of healing more complicated than it needs to be. Additionally, a generally liberal PTO policy that doesn’t over-investigate an employee’s reasons for taking a few days off can also allow employees to take the day off without having to explicitly explain how heartbroken they are.
Asking employees to leave their personal problems at home is how we currently operate, but a small degree of empathy goes a long way in creating a culture that is based on mutual trust and respect, while showing appreciation for the sanctity of the workplace. When employees get to stay at home, the general atmosphere of the workplace remains undisturbed by emotions. At the same time, the employee can process their feelings at home, with all the soups and salves their heart could desire.
Would you consider offering heartbreak leave to your workers? Share your opinions in the comments. Subscribe to The HR Digest for more insights into the highs and lows of operating a workplace and some tips and tricks to getting it right.
