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With remote work becoming the norm for countless employees worldwide, it’s time we reassess our approach to time off. The pandemic has prompted a reevaluation of our work habits, from rolling out of bed to attend virtual meetings in our pajamas, to working late simply because our commute is just a few steps away. This new reality highlights the importance of discussing time off. As employees, we must prioritize our own needs and recognize the value of using our sick and vacation days.
Throughout my career, I have often hesitated to take a sick day, struggling to disconnect from work and allow myself the necessary rest. Despite this, I’ve always encouraged my team to take the time they deserve—vacation days included—without feeling the need to check their emails. I understood the necessity of taking breaks and wanted to convey that personal well-being is just as important as professional responsibilities.
My own reluctance to take time off has often kept me from calling in sick. However, the lessons learned during the pandemic have made me realize that I need to prioritize my well-being just as I do my job—placing my needs at the top of the list.
Moreover, the pandemic has underscored the significance of mental health days. While many of us might not have designated “mental health days” outlined in our employee manuals, we do have vacation, personal, and sick days that we can utilize. Our mental health is just as crucial as our physical health, and neglecting one can affect the other. If we’re physically unwell, our mental state can deteriorate, and vice versa.
In 2019, the Pew Research Center reported that 157 million individuals made up the American workforce. California was a pioneer in 2014, becoming the second state to mandate paid sick leave for employees. Unfortunately, many workers, particularly those in financial distress, feel compelled to come to work ill, fearing the loss of income. The Department of Labor does not have a federal requirement for paid sick leave, which is a situation that needs addressing. Employers should learn from the pandemic and recognize that paid sick days should be a given, not something employees have to advocate for.
So, why do we struggle to use our time off? Is it due to the traditional pressure to check in with supervisors, or do we feel the need to justify our absence by sharing personal details? Regardless, it’s essential to remember that all jobs come with built-in time off. If we don’t take advantage of these allotted days, we are only depriving ourselves of valuable benefits.
When we’re unwell, it’s vital to take a sick day. We wouldn’t hesitate to keep our children home from school if they were sick, so why do we shortchange ourselves?
For now, let’s make it a standard practice to embrace our time off. If your workplace makes you feel guilty for taking a sick day or pressures you to stay connected to ongoing projects, it’s up to you to assert your boundaries. Educate your employer or HR that a sick day means you are completely off the clock, focusing on your well-being, whether that’s physical or mental. Yes, it may be daunting to take the lead on this conversation, but if not you, then who?
Is this the work culture we want to continue—one in which we let our earned days off go unused? It’s essential to take and utilize our sick and vacation days for their intended purpose. Remember, you must prioritize yourself; your employer will look out for their own interests, and you should do the same.
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Summary:
In our current work culture, embracing the use of sick days and vacation days is essential for maintaining both mental and physical health. The pandemic has taught us to prioritize our well-being, yet many still feel pressure to forgo time off. It’s crucial to normalize taking these days without guilt and to educate employers on the importance of a healthy work-life balance.
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