A surreal illustration depicting mental health balance in the workplace.

Decoding Mental Health Sick Leaves: What Prolonged Absences Really Mean for You and Your Workplace

Rhea Morgan in Health & Wellness August 2025 • 4 min read.

"A deep dive into the trends, impacts, and underlying factors of mental health-related sick leaves – and how to navigate them effectively."

In today’s fast-paced world, the importance of mental health is finally gaining the recognition it deserves. As awareness grows, so does the number of individuals seeking support for mental and behavioral health challenges. One tangible reflection of this shift is the increasing frequency and duration of sick leaves attributed to mental health reasons.

A recent study analyzing data from Chile's Fondo Nacional de Salud (FONASA) sheds light on the complexities surrounding mental health sick leaves. By examining a comprehensive dataset of sick leaves granted in 2008, researchers uncovered patterns and correlations that offer valuable insights for employees, employers, and policymakers alike. This article translates those findings into practical knowledge, helping you understand the factors that contribute to prolonged absences and how to create healthier, more supportive environments.

Whether you’re an employee navigating your mental health journey or an employer striving to support your workforce, understanding the dynamics of mental health sick leaves is crucial. Let’s delve into the key findings and explore actionable strategies for fostering well-being and productivity.

The Rising Tide of Mental Health Sick Leaves: Understanding the Trends

A surreal illustration depicting mental health balance in the workplace.

The study revealed a significant number of sick leaves granted for mental and behavioral health issues. In 2008 alone, FONASA managed 546,477 sick leaves attributed to these conditions, impacting 198,752 individuals. This translates to an average of 2.27 sick leaves per person, with each leave lasting an average of 15.6 days. Cumulatively, this resulted in an average of 98 days away from work per individual due to mental health reasons.

Several factors were found to significantly influence the duration of these sick leaves. These include:

Gender: Women tended to have longer sick leaves compared to men.
Employment Sector: Individuals working in the private sector experienced longer sick leaves than those in the public sector.
Occupation: Certain occupations, such as executives and vendors, were associated with longer sick leaves.
Diagnosis: The specific mental health diagnosis played a crucial role in determining the length of absence.

The study also highlighted the most common diagnoses leading to sick leaves. Depressive disorders, including dysthymia, accounted for nearly 70% of cases, followed by anxiety disorders at approximately 25%. This underscores the significant impact of these conditions on workforce productivity and overall well-being. It also points to area where a company can focus its mental health coverage.

Practical Implications and Strategies for a Healthier Future

The findings of this study underscore the growing need for proactive mental health support in the workplace. By understanding the factors that contribute to prolonged sick leaves, employers and employees can work together to create more supportive and understanding environments. Implementing strategies such as stress management programs, flexible work arrangements, and accessible mental health resources can significantly improve employee well-being and reduce the burden of mental health-related absences. Prioritizing mental health is not just a matter of compassion; it's also a strategic investment in a more productive and engaged workforce.

About this Article -

This article was crafted using a human-AI hybrid and collaborative approach. AI assisted our team with initial drafting, research insights, identifying key questions, and image generation. Our human editors guided topic selection, defined the angle, structured the content, ensured factual accuracy and relevance, refined the tone, and conducted thorough editing to deliver helpful, high-quality information.See our About page for more information.

This article is based on research published under:

DOI-LINK: 10.4067/s0034-98872012000200009, Alternate LINK

Title: Duración De Las Licencias Médicas Fonasa Por Trastornos Mentales Y Del Comportamiento

Subject: General Medicine

Journal: Revista médica de Chile

Publisher: SciELO Agencia Nacional de Investigacion y Desarrollo (ANID)

Authors: Gonzalo Miranda H, Sergio Alvarado O, Jay S Kaufman

Published: 2012-02-01

Everything You Need To Know

What were the key findings regarding the prevalence and duration of mental health sick leaves according to the Fondo Nacional de Salud (FONASA) data?

The research based on data from Chile's Fondo Nacional de Salud (FONASA) revealed that in 2008, there were 546,477 sick leaves granted for mental and behavioral health issues, impacting 198,752 individuals. This averaged to 2.27 sick leaves per person, with each leave lasting about 15.6 days, resulting in an average of 98 days away from work per individual due to mental health reasons. The study underscores the significant impact of mental health on workforce productivity.

What are the primary factors that influence how long someone might be on sick leave for mental health reasons, according to the research?

The length of mental health sick leaves is significantly influenced by several factors. Gender plays a role, as women tend to have longer sick leaves than men. The employment sector is also a factor, with those in the private sector experiencing longer leaves compared to the public sector. Certain occupations, such as executives and vendors, are associated with longer sick leaves. The specific mental health diagnosis, such as depressive disorders or anxiety disorders, also significantly determines the length of absence.

What were the most common mental health diagnoses associated with sick leaves, and what do these findings suggest for workplace mental health strategies?

The study indicated that depressive disorders, including dysthymia, accounted for nearly 70% of mental health sick leave cases. Anxiety disorders were the second most common, accounting for approximately 25% of cases. These statistics highlight the critical need for organizations to focus on addressing these specific conditions when developing mental health support programs for their employees.

What practical steps can employers take to create supportive environments that address mental health, potentially reducing the frequency and duration of mental health-related absences?

Employers can implement several strategies to support employee mental health and reduce the impact of mental health-related absences. Implementing stress management programs can help employees manage workplace pressures. Offering flexible work arrangements can provide a better work-life balance. Ensuring accessible mental health resources, such as counseling services or employee assistance programs, can provide timely support. Prioritizing mental health is an investment in a more productive and engaged workforce.

Beyond the immediate impact on employees and employers, what are some broader socioeconomic implications of mental health sick leaves that warrant attention?

The socioeconomic implications of mental health sick leaves are significant. Prolonged absences impact workforce productivity, leading to economic losses for both employers and the broader economy. Additionally, individuals experiencing mental health challenges may face financial strain due to lost income and potential healthcare costs. Addressing mental health proactively can reduce these burdens. Further research is needed to look at the broader societal costs, including impacts on healthcare systems, disability benefits, and overall community well-being.