It's 2025, and we're still having this conversation. That's the honest truth, and it's frustrating for everyone involved. You've recognised that you need a mental health day (which is actually brilliant self-awareness), you've asked your boss, and they've essentially told you to "push through." Now you're stuck wondering what to do next, feeling like you're hitting a brick wall when you're already struggling.

The good news is that you have options, you have rights, and you're absolutely not alone in this situation. Let's work through some practical strategies to get you the support you need.

This question was answered by Andy Wright – Host, CEO Streamtime and founder of Never Not Creative with extensive experience in creative leadership and workplace wellbeing, Renee Hyde – Client and Agency Leadership at Howatson+Company, specialising in complex workplace challenges across major clients, and Martine Beaumont – Mental Health Expert, founder and CEO of Select Wellness with over 30 years of experience as a psychotherapist and executive coach supporting workplace mental health.

You're entitled to mental health leave

First things first: as Martine emphasises, "everyone is entitled to mental health leave." This isn't a favour you're asking for, it's a legitimate workplace entitlement. Just as you wouldn't be expected to work with a physical illness, the same applies to your mental health.

Martine suggests starting with your company policy: "I would firstly go and access your policy, it should be readily available for you wherever you work. There are 10 days." Most workplaces have provisions for mental health days, even if they're not always clearly communicated or well understood by managers.

Try reframing the conversation

If your initial request was knocked back, there are different ways to approach the conversation. Martine suggests two main strategies, depending on your situation and comfort level.

The first approach is to frame it around productivity and the work that still needs to be done: "Maybe acknowledging that there is still more work to do post this time off... saying hey I really am feeling that I can't push through and if I have one day I'm feeling like or two days or whatever it is I'm feeling like that will refresh me in order to be able to continue the project."

This approach speaks your manager's language while still prioritising your wellbeing. You're essentially saying: "I need this time off to be more effective when I return."

Keep it simple

The second strategy is refreshingly straightforward: "Just to say I am sick and I need a day off and maybe it's not give a lot of context." As Martine points out, "people have sadly baggage with the mental health kind of disclaimer so you really don't have to give that much contact if you know that you need a day off for mental health reasons."

Sometimes the simplest approach is the most effective. You don't owe anyone a detailed explanation of your mental health situation.

Go up the chain if necessary

If your direct manager continues to refuse your request, don't give up. Martine suggests: "Hopefully there's someone you can go to above your manager if they're still not listening to you." Most organisations have HR departments or senior managers who understand both the legal requirements and the business case for supporting employee wellbeing.

Consider your manager's state of mind

Andy makes an insightful observation about managers who respond poorly to mental health requests: "I was just wondering that manager who's saying that what state is their head in... how I'm wondering how you could have a conversation with them about their well-being because they've obviously lost you know an element of their Humanity in that response."

This doesn't excuse their behaviour, but it might help you understand it. A manager who tells someone to "just push through" is likely under immense pressure themselves and may have lost touch with basic empathy. This insight might help you approach the situation with more strategic thinking about who else you can involve.

The legal landscape is changing

There's encouraging news on the horizon. As Martine explains: "There's just been this legislation introduced from the 1st of October in New South Wales anyway but the rest of the states are all following suit and it is actually making senior managers managers they have a positive obligation to eliminate the risk of psychological harm."

This means managers are increasingly being held accountable for workplace mental health, with real consequences for failing to support their teams appropriately.

Use existing frameworks

If your company has signed up to initiatives like the Mentally Healthy Minimum Standards, you can reference these in your conversation. As Andy notes: "We found with the minimum standards is this nice way of just rationalising the conversation it's not me versus you it's actually something that a company said it would do."

This takes the personal conflict out of the equation and makes it about company policy rather than individual preferences.

Think beyond the immediate crisis

While getting that mental health day is important, Martine suggests thinking longer term: "Creating the mental health space within every day is really important and also having a really candid conversation around that... talking to your manager about what those things are that you need to kind of help prevent this in future."

This might involve discussing flexible working arrangements, regular check-ins, or other adjustments that support your ongoing wellbeing.

When workplace stress becomes overwhelming

If you're consistently struggling with workplace mental health issues, or if your manager's refusal to support you is adding to your stress, it might be time to seek additional support. Sometimes these situations can escalate beyond what you can handle alone, and that's completely understandable.

For professional mental health support and crisis resources, visit our Where to Get Help section, which provides access to counselling services and helplines.

Know your workplace rights

If your request for mental health leave continues to be refused, or if you're experiencing other forms of workplace mistreatment, you don't have to navigate this alone. Never Not Creative's Support Line offers free introductory legal advice for workplace issues including bullying, harassment, and situations where your rights aren't being respected.

Understanding your legal position can give you confidence in advocating for yourself and help you determine next steps if informal approaches aren't working.

You deserve support, not resistance

The fact that you've recognised you need a mental health day shows excellent self-awareness and responsibility. You're not asking for special treatment; you're asking for basic workplace support that should be standard in 2025.

If your boss refuses your request to take a mental health day, remember that you have multiple strategies available: reframe the conversation, keep it simple, escalate to senior management, or seek external support. The key is not to give up on getting the help you need.

Your mental health matters, and any workplace worth your time should recognise that supporting your wellbeing isn't just the right thing to do – it's also good business. You're not alone in this situation, and you deserve better than being told to "just push through."

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