Mental Health Leave Isn’t Inevitable

Mental health leaves are rising, but they aren’t unavoidable. Discover how proactive support and noticing signs of struggle early can help benefits leaders prevent crises and create a sustainable culture of well-being.

A smiling older man in a hoodie stretches outdoors. Text reads: Proactive Mental Health Support—Reducing the Need for Extended Leave, with Lyra and MetLife logos at the top left.

Report

Employee mental health leave is becoming a growing challenge for benefits leaders. Every claim is more than a cost—it’s a missed opportunity to help employees get support earlier, before stress turns into burnout or time away. The good news is some leaves can be prevented.

By spotting early signs, supporting managers, and making mental health part of everyday conversations, benefits leaders can prevent avoidable leaves, aid recovery, and build a more resilient workforce.

In this guide, you’ll learn:

4 ways to move from reactive to proactive support—and how to recognize when leave is truly the best option
Proven strategies to reduce mental health leave claims and support recovery when they do occur
How to create a benefits ecosystem that connects care, culture, and outcomes