Sick leave for stress or a mental health condition

Katerina Galkina · EN · 07/10/2026

When sick leave applies

Mental health problems can make someone unable to work just as physical illness can. Acas guidance on sick leave ↗ confirms that both can count as sickness. You do not need to wait for a description such as a “breakdown” or diagnose yourself.

If you cannot perform your duties safely or effectively, contact an appropriate healthcare professional and report your incapacity through the employer's usual procedure. Explain practical restrictions, such as difficulty concentrating, handling meetings or maintaining the current schedule. You do not need to tell the whole team detailed personal circumstances.

Notification and medical evidence

Check whom to notify, whether a phone call is required and how often to provide updates. You can self-certify for the first seven calendar days; a longer absence requires a fit note. GOV.UK's sick-leave guidance ↗ lists the professionals who can issue one following an assessment.

The note may say “not fit for work” or “may be fit” with changes. In the latter case, discuss specific arrangements and review dates. A fit note is a medical assessment of work capability, rather than a guarantee of a particular period on full pay. Keep a copy and confirmation that you supplied it.

Pay and confidentiality

Request the company sick-pay policy and a separate assessment of SSP. Do not assume that every sickness absence is paid at your full normal salary. Ask who in HR receives medical information and what your manager will be told to organise work.

If an occupational health assessment is proposed, ask about its purpose, the questions, access to the report and recommendations. Prepare a short list of helpful changes for the manager, while using the appropriate confidential channel for detailed medical information.

Returning and addressing workplace problems

Acas mental-health guidance ↗ says support should be taken as seriously as for physical illness. If a condition meets the Equality Act definition of disability in Great Britain, reasonable-adjustment duties arise. Not every period of distress automatically meets that definition.

Discuss a phased return, temporary changes to duties, additional breaks and regular workload reviews. If working conditions contributed, record specific factors such as excessive hours, conflict or inadequate support. Keep the recovery plan distinct from a grievance about breaches of your rights. For a dispute, contact HR, a trade union or Acas. Northern Ireland has a separate employment protection system.