A Shift in Workplace Mental Health

Mental health leave has become an increasingly important part of workplace wellbeing conversations, and new research suggests younger employees are helping reshape how organizations approach the issue.

According to a survey by The Standard, one in five (20%) Generation Z men report having taken mental health leave from work — the highest rate among all male generations surveyed.

The survey, which included approximately 5,000 U. S. employees, found that 14% of millennial men have taken mental health leave, followed by 11% of Generation X men and just 6% of baby boomers.

The findings suggest younger workers are becoming more willing to acknowledge mental health challenges and seek time away from work when needed.

Returning to Work Remains a Challenge

While younger employees may be more comfortable accessing mental health leave, returning to work presents another challenge.

The survey found that although Gen Z women take mental health leave at roughly the same rate as Gen Z men, Gen Z men were 35% less likely than women to return to work following a mental health leave.

This finding highlights that taking leave is only one part of the recovery process.

For employers, successful return-to-work planning may be just as important as encouraging employees to seek support in the first place.

Creating an environment where employees feel supported before, during, and after a leave can help reduce stigma and improve long-term outcomes.

Mental Health Has a Measurable Business Impact

The survey also highlights the financial impact mental health challenges can have on organizations.

According to the findings, mental health concerns cost employers an average of nearly US$1,500 per employee each year, including:

US$445 in lost productivity and time away from work

US$533 related to employee turnover

US$510 in health-care costs

While these figures represent direct financial costs, organizations may also experience indirect impacts through reduced engagement, lower morale, recruitment challenges, and increased pressure on existing teams.

As mental health continues to influence workforce performance, many employers are recognizing that supporting employee wellbeing is also a business strategy.

Why Gen Z Could Help Reduce Mental Health Stigma

One of the report's most notable findings is the opportunity younger employees present in changing workplace culture.

Rather than viewing Gen Z employees solely as a group requiring additional support, employers may also see them as important advocates for improving conversations around mental health.

According to the survey, organizations that better understand the perspectives of Gen Z men may find it easier to connect other male employees with available mental health resources.

The report notes:

"Employers who understand the views of Gen Z men may have an easier time breaking down other men's resistance to taking needed leave."

The survey also suggests that younger employees who have personally experienced mental health challenges could play an important role in reducing stigma across the organization.

These individuals may be well positioned to participate in awareness initiatives, support employee resource groups, and encourage more open conversations about mental health.

Building a Supportive Workplace Culture

As attitudes toward mental health continue to evolve, employers may need to shift their focus beyond simply offering leave policies.

Employees are more likely to seek support when organizations create environments where mental health conversations are normalized, leaders model healthy behaviours, and returning to work after leave is supported rather than stigmatized.

A strong workplace culture recognizes that recovery does not end when an employee returns to work. Ongoing communication, flexibility, and access to appropriate resources can all contribute to successful reintegration.

What Employers Can Learn

The findings reflect a broader generational shift in how employees approach mental health.

Gen Z workers appear more willing to acknowledge mental health challenges and access available supports, but they also highlight the importance of creating workplaces where employees feel comfortable returning after taking leave.

For employers, this presents an opportunity to strengthen workplace culture, reduce stigma, and develop return-to-work strategies that support long-term employee wellbeing.

As younger generations continue to make up a larger share of the workforce, organizations that proactively address mental health may be better positioned to improve retention, engagement, and overall organizational resilience.

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