What HR Teams Should Know About LOA for Mental Health

Published on 5/22/22 · Updated 7/9/25

More employees are reaching a breaking point—and HR is on the front line. Every day, your team is fielding requests from people overwhelmed by caregiving, burnout, anxiety, depression, and trauma. And for some, taking a leave of absence from work for mental health isn’t just helpful—it’s necessary.

But mental health leave is rarely simple. Between legal compliance, internal policies, and employee confusion, even the most compassionate HR teams can feel stuck.

This guide walks you through the essentials of supporting LOA for mental health—from eligibility to communication—plus how Jellyvision’s Leave Management Powered by Aidora can make the process smoother for everyone.

What is a mental health leave of absence—and is it allowed?

A leave of absence (LOA) is an extended break from work, usually job-protected, taken for medical, family, or personal reasons. While many employees associate LOA with childbirth or caregiving, it can also apply to mental health.

Here’s what matters:

• Mental health conditions can qualify as serious health conditions under the Family and Medical Leave Act (FMLA).
• FMLA provides up to 12 weeks of unpaid, job-protected leave for eligible employees.
• Mental health conditions may also be protected under the Americans with Disabilities Act (ADA).

Still, even with federal protections, employees are often unsure: Do I qualify? Will I get paid? What paperwork is required? And HR teams are left navigating complex logistics while trying to show empathy.

How to get LOA for mental health: What employees and HR need to know

The process of taking a leave of absence for mental health can feel daunting for employees—and overwhelming for HR. Here’s how to simplify it while staying compliant.

Eligibility and documentation

Employees may qualify for mental health LOA if:

• They have a condition that substantially limits major life activities.
• A medical provider certifies the condition.
• They’ve worked enough hours and tenure to be covered under FMLA (if applicable).

As an employer, you can request documentation from a provider but must keep it confidential. LOA can also be taken intermittently, which is often necessary for chronic mental health needs.

Pay during mental health leave

LOA under FMLA is unpaid, but you can choose to offer paid LOA options through short-term disability, PTO coordination, or company policies. If you’re not sure how to communicate LOA pay clearly, check out our LOA pay guide.

Supporting employees before, during, and after mental health leave

When someone requests a mental health LOA, it’s more than a policy issue—it’s a human moment. How you handle it matters. Here’s how to guide the process with empathy and clarity.

1. Approach the conversation with care

Asking for leave is hard. Employees may feel ashamed, scared, or unsure how their manager will respond. When someone raises the need for time off:

• Listen without jumping to solutions.
• Avoid judgmental or minimizing language (“Are you sure?” “That’s surprising”).
• Ask what they need—whether that’s a lighter workload before leave or help communicating with their team

2. Clarify logistics upfront

One of the most helpful things you can do is outline the process in plain language. What documentation is needed? How much notice is required? Who’s their point of contact? How much time can they take off—and will they be paid?

To reduce confusion and HR workload, more companies are using tools like Leave Management Powered by Aidora. It gives employees a simple, step-by-step path through their leave options—covering everything from documentation to return-to-work expectations. It’s built to take pressure off HR while giving employees the clarity they desperately need.

3. Align on a communication plan

Not every employee wants to share why they’re out. Work with them to set boundaries and craft a plan for what their manager or teammates will hear. Some may want transparency; others may not. Respect both.

4. Stay connected during leave

With permission, check in periodically—through a card, a message, or a care package. Even if they don’t respond, gestures of support can help employees feel connected and valued, easing the return-to-work transition.

Why LOA communication matters more than ever

Mental health leaves are rising—and so are expectations. Employees want to feel safe taking time off, and they expect their employers to have a plan that’s both clear and compassionate.

But traditional HR comms and clunky paperwork don’t cut it anymore. Employees need proactive guidance, delivered in the moments that matter. And HR needs tools that can scale that support without creating more manual work.

That’s where Jellyvision comes in. With ALEX and our Leave Management Powered by Aidora, you can provide smarter, more empathetic leave support—especially around mental health.