New research shows that mental health leave is on the rise, and explains what top employers are doing to address the problem.
By Gillian Manning
Mental health leaves of absence have risen over the last year, according to the 2,000 HR leaders surveyed by Spring Health for their 2026 Workplace Mental Health Report. The research found that 1 in 6 organizations are even seeing those leaves jump by 25% or more.
Even employees who aren’t taking leave may wish they were. Surveyed HR leaders estimate that 30% of employees are experiencing “silent burnout;” and 40% of burned-out employees report presenteeism—being physically present but mentally checked out.
By why? Spring Health’s research finds a few culprits.
- Sleep issues are the No.1 reported mental health problem among employees (36%), but there’s a gap between them and leadership, as only 21% of HR leaders feel it’s a challenge.
- Over the last five years, 59% of employees report a rise in financial stress, with 74% reporting that this stress has taken a toll on their mental health.
- Most HR leaders (89%) say they believe mental health benefits create a competitive advantage, but only 9% say their solution is clearly reducing health plan spend.
Potentially exacerbating the issue is that over a third of employees say they’re not offered mental health benefits or are unsure, even though, according to Spring Health’s report, Mental Health America estimates that nearly all mid-to-large companies offer an employee assistance program. Employees also report that the availability of mental health benefits is an important deciding factor for them. Broken down by age: 83% of 18-34 year olds indicate its important; 78% of those ages 35-44; 62% of those ages 45-54; 43% of those ages 55-64; and 41% of those over the age of 65.
So what can HR professionals do to address the rising burnout?
The report says that leading employers follow these best practices.
- Make discoverability a KPI by tracking “not sure” responses and usage gaps between roles. Close these divides by establishing a single-entry point paired with simple, transparent guidance on privacy and next steps.
- Provide a single “front door” for specialized support to eliminate the need for employee self-navigation. Ensure high engagement by clarifying time, cost, and privacy immediately, making the first step feel more doable.
- Track sleep as an early warning sign to provide proactive support before stress escalates. Simultaneously, protect rest-focused norms and ensure low-barrier access to help for employees facing time constraints.
- Measure ROI through net impact—combining plan spend, mental health outcomes, and solution costs. Provide CFOs with quarterly progress reports using a concise set of metrics that go beyond simple utilization.
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