Advertiser Disclosure

FinanceBuzz is an independent, advertising-supported website. Some or all of the offers that appear on this page are from third party advertisers from which FinanceBuzz receives compensation. This compensation may impact how and where products appear on this site (including, for example, the order in which they appear).

FinanceBuzz does not include all financial or credit offers that might be available to consumers nor do we include all companies or all available products. Information, including rates and fees, is accurate as of the publishing date and has not been provided or endorsed by the advertiser.

The credit card offers that appear on this site are from companies from which FinanceBuzz receives compensation such as banks or CardRatings.com.

Editorial Policy

The FinanceBuzz editorial team strives to provide accurate, in-depth information and reviews to help you, our reader, make financial decisions with confidence. Here’s what you can expect from us:

FinanceBuzz makes money when you click the links on our site to some of the products and offers that we mention. These partnerships do not influence our opinions or recommendations.

FinanceBuzz reviews and rates products on a variety of quantitative and qualitative criteria. Whenever possible we test each product and include our honest, firsthand experience using it. Read more about how we rate products.

Partners are not able to review or request changes to our content except for compliance reasons. Financial products are highly regulated so we work closely with partners to make sure the information we have on our site is accurate and includes any required legal language and disclaimers.

We aim to make sure everything on our site is up-to-date and accurate as of the publishing date, but we cannot guarantee we haven’t missed something. It’s your responsibility to double-check all information before making any financial decision. If you spot something that looks wrong, please let us know.

While some employers are still making headlines for their strict full-time return-to-office mandates, hybrid work is not likely to fade away any time soon, according to a report from CNBC.

And that’s likely good news for U.S. employers concerned about employee wellbeing, as new research finds that workers tend to report a range of positive physical and mental health improvements since adopting a hybrid work model.

“Hybrid and more flexible ways of working are incredibly beneficial for both employees and their employers,” says Mark Dixon, CEO of International Workplace Group (IWG), a Switzerland-based operator of flexible workspaces that surveyed 2,000 hybrid workers in the U.S. “Not only is it universally popular with workers with higher levels of satisfaction and an improved work/life balance reported, but as this research shows, employees are taking fewer sick days, managing stress better and adopting healthier lifestyles.”

Hybrid’s health benefits

Specifically, the report found that, since starting in a hybrid model:

38% of workers take fewer sick days;

76% are making more time for preventive healthcare such as regular screenings, check-ups and lifestyle changes;

72% experience fewer stress-related healthcare conditions;

more than 80% cite reduced time spent on commuting as a key factor in stress reduction;

72% experience fewer physical symptoms such as severe headaches, digestive issues and tension-related pain; and

78% agree that the hybrid working model lets them prioritize their mental health more.

Additionally, Dixon notes, separate IWG research among CEOs of U.S. businesses with hybrid work arrangements, found that 72% report employee happiness is a significant benefit of providing hybrid work. Nearly two-thirds also say hybrid work has improved team productivity.

A ‘win-win’ situation

“This latest research further validates what we’ve long known: Hybrid working isn’t just good for business, it’s good for people,” Dixon says.

Sara Kayat, a London-based physician, says it’s “clear from this research” that hybrid working models offer employees tangible health benefits. Without having to invest significant time in commuting, for instance, employees are better able to manage existing health conditions and access preventive care.

“This is not only improving their overall wellbeing but also helping businesses by reducing the costs associated with absenteeism and burnout,” she says.

Boosting employee health at the same time as organizational health is an increasing goal of HR functions, Dixon notes.

“For many employers, supporting the health and wellbeing of their people continues to be a top priority,” he says, noting that hybrid work models that empower employees to “enhance their quality of life” is a “win-win situation.”

Some of the links in this post are from our sponsors. We provide you with accurate, reliable information. Learn more about how we make money and select our advertising partners

Think you need to work long hours to qualify for company-backed retirement plans, tuition reimbursements and affordable health insurance? Actually, you don’t have to be a full-time employee to get those perks. There are many companies that offer part-time jobs with benefits. These are generous benefit packages for hourly part-time employees.

These 17 companies lead the way in offering part-time jobs with benefits. You could land a flexible role that also allows you to attend school, take care of family or do whatever you please.

Make Quick Money Outside Your Part-Time Job with Benefits

We don’t blame you if you want a part-time job with benefits or extra perks. Whether you’re in-between jobs or just need a little something extra, we have some tools that can help. Check out some of our favorite ways to make quick cash.

17 Companies That Offer Part-Time Jobs With Benefits

If you’re looking for a part-time job, start your hunt with these employers.

1. Costco

Hourly part-time employees, who work at least 24 hours per week, can receive benefits from Costco once they’ve accumulated 60 days of service. Health care coverage includes medical, vision, prescription drugs and core dental coverage.

All hourly employees working at least 10 hours per week can enroll in voluntary short-term disability insurance, which provides tax-free income replacement in the event of a non-work related accident or illness that prevents work.

2. Lowe’s

Part-time employees at Lowe’s are immediately eligible for medical benefits, including prescription drugs, short-term disability, life insurance and dental and vision coverage. All employees are also eligible for a 10% in-store discount.

After one year, Lowe’s offers an employee stock purchase option to its part-time workers, as well as a 401(k) after 180 days. Eligible family members can also opt-in for group medical, dental and vision coverage and dependent life insurance.

Need Some Quick Cash? If you’re looking to boost your income this month, we’ve got just the thing for you. From quick gigs to smart side hustles, check out these 50 easy ways to make a quick buck — there’s something for everyone.

3. REI

Part-time employees at REI become eligible for a benefits package if they work an average of 20 hours per week over a 12-month evaluation period.

The company pays the majority of employees’ medical and dental coverage and the full cost for basic life and accidental death and dismemberment (AD&D), employee assistance program, business travel accident insurance and long-term disability insurance. REI also guarantees a 5% contribution to all employees’ retirement accounts, regardless of an employee’s contributions (or lack thereof). Part-time employees are even eligible for a sabbatical after 15 years.

REI also provides a generous PTO package, a wide variety of leave options, and Way Days twice a year — a program that allows employees to take part in their favorite outdoor activity, take on something new or participate in a stewardship project.

They also offer a unique public transit benefit which provides a 50% pre-tax subsidy on public transit expenses up to the current IRS limit through payroll deduction.

4. Staples

Staples offers its part-time associates access to dental and vision coverage, life, dependent life, accidental death and short-term disability insurance coverage. They’re also eligible for the company’s 401(k) plan. Furthermore, part-time employees are eligible for a variety of benefits for family-based care, help with college and pet care.

Staples also offers 10% employee discounts on online or retail items, adoption assistance and its own confidential employee counseling program.

Photo courtesy of Starbucks

5. Starbucks

Starbucks is well-known for its benefits program for part-time employees. All you have to do to be eligible is work at least 240 hours over three consecutive months, then continue to average 20 hours per week.

Health insurance offered by Starbucks covers routine visits, hospitalization, dental, vision and life insurance coverage, as well as fertility benefits. Alternative care options, like acupuncture or chiropractic treatment, are covered too. After 90 days, employees can opt-in to Starbucks’ 401(k) plan.

Other employee benefits include paid vacation time, up to a $40,000 lifetime maximum reimbursement for eligible expenses for adoption and surrogacy, confidential counseling, full tuition assistance and lots of in-store goodies. You can walk away with free T-shirts, a 30% discount on all drinks and 1 pound of Starbucks coffee or box of tea every week.

6. UPS

Part-time employees who work between 225 and 400 hours at UPS within a three-month period are eligible for medical and dental coverage, vision insurance, hearing, prescription drugs and an employee assistance program.

Part-time employees who exceed 400 hours over three months are eligible for the same benefits as full-time employees.

Also, part-time employees can take advantage of the Earn and Learn tuition assistance program that provides up to $5,250 in assistance per calendar year (with a lifetime maximum of $25,000). Eligibility begins on the day of hire.

Can You Survive 10 Days of Budgeting? If you need to wrangle your budget, it may be time to consider a savings challenge. Our 10-Day Savings Challenge will teach you how to make your money work for you with a high-yield savings account, stop overpaying on Amazon, earn money for trying out apps or watching movie previews and more. Start saving now!

7. Trader Joe’s

After three months and working an average of 30 hours per week, Trader Joe’s “crew members” are eligible for medical, dental and vision coverage at a cost as low as $25 per month.

The company also offers a matching 401(k) plan and contributes 10% of a crew member’s salary annually to the plan, according to insurance experts.

Other employee benefits include a 20% store discount, scholarship programs, store tastings, employee assistance programs and paid relocation and transfers.

8. Aerotek

Aerotek is one of the world’s leading staffing agencies. Part-time employees who work a minimum of 20 hours per week are eligible for contributory medical, dental and vision insurance.

The company also offers a 401(k) and 529 plan, a tuition reimbursement after six months, dependent care flex spending accounts, a free counseling service and an employee discount program with Aerotek’s many retail partners.

9. Chipotle

All hourly crew members at Chipotle are eligible for its robust benefits package that includes medical, vision and dental insurance, as well as a 401(k) match after one year of employment.

Part-time employees also receive a salary percentage-based bonuses up to an additional month’s worth of pay, mental health assistance, education assistance up to $5,250 annually, stock purchase plan, gym membership discounts and one free meal per shift. Free burritos on Chipotle!

10. JPMorgan Chase

The global banking institution offers benefits to its part-time employees who work between 20 and 40 hours per week after 90 days.

Benefits include medical, dental, vision, life and accident, disability, before-tax flexible spending accounts and group legal services. JPMorgan Chase also offers a 401(k) match starting at 3% annually and increasing by 1% every year up to a maximum of 5%.

Other offered benefits are an employee stock purchase plan, a comprehensive health and wellness program, parental leave, backup child care options and discounts on banking services.

11. USPS

The United States Postal Service hires career and non-career (temporary/seasonal) workers. Part-time career workers are eligible for its benefits package which includes the Federal Employees Health Benefits (FEHB) program – a plan in which the federal government pays two-thirds of the health insurance premiums for employees and retirees.

They also offer federal employee’s group life insurance (FEGLI), and federally backed long-term care, dental and vision and a flex spending account.

The USPS retirement system, also available for part-time career workers, offers a fixed annuity based on years of service, a defined contribution 401(k) THRIFT Savings Plan with a 5% employer match and Social Security.

Photo courtesy of Walmart

12. Walmart

As the biggest retailer in the country, Walmart frequently is an option for people looking for part-time jobs. Part-time and temporary associates at Walmart who work an average of at least 30 hours per week over a 60-day period are eligible for an array of benefits.

These benefits include medical, dental, vision, AD&D, critical illness insurance and accident insurance, as well as a 6% 401(k) match after one year and a 10% in-store discount.

Walmart also offers mental health resources where members have access to 20 free therapy or coaching sessions a year and other tools.

Swipe Like a Millionaire — No Gold Card Required Ever wondered how millionaires get to be… millionaires? Us, too. So we looked into it. What we found are simple, millionaire-approved tips that anyone can use to manage their money.

13. American Red Cross

Employees at this major nonprofit are eligible for part-time health benefits if they work 20 hours per week. Those who work 30 or more hours per week are eligible for full-time benefits, including an EAP, or Employee Assistance Program. Available to all employees 24/7, this program provides free counseling to all employees on financial, health or life related issues

The American Red Cross also offers a 401(k) plan with a match up to 6%.

14. Home Depot

Part-time employees at the home improvement retailer are eligible for dental and vision plans, short-term disability and life insurance. Through their Orange Life benefits program, Home Depot offers a variety of discounts across gyms, grocery store chains and electronics stores available to all employees.

Home Depot also provides a 3.5% company matching rate for 401(k) plans as well as financial assistance for college students.

15. IKEA

The Swedish furniture outlet includes a range of benefits for all employees, including their Tack! Loyalty program. (“Tack” meaning “Thanks” in Swedish) All workers in a given country, regardless of position or salary, will receive the same bonus applied to their pension.IKEA also features a range of health benefits for part-time workers, including up to 16 weeks of paid parental leave and medical plans for all employees that work at least 20 hours a week. There are also in-store employee discounts, which yes, do cover the meatballs as well.

16. World Market

The World Market, a chain of import stores, offers its employees a suite of benefits they claim to be one of the best in the retail industry. While the full complement of benefits are for full-time employees, part-time employees can still expect an employee discount at all stores of up to 30%, a competitive 401(k) plan after three months of employment and paid sick leave.

The comprehensive benefits available to part-time employees are available across in-store, corporate and distribution center positions.

17. The Walt Disney Company

Working at the Happiest Place on Earth does come with a few perks. While most positions at the company will be in California or Florida, any part-time employee working at Disney’s Vacation Club resorts across the world are also eligible for many of the same benefits as those working in Disney’s flagship theme parks.While one of the most attractive benefits in working for Disney include perks like free park tickets, part-time employees can also count on 401(k) plan options, insurance benefits, discounts on Disney products and on-site childcare support. Students working part-time can also take advantage of Disney Aspire, an education program to help students earn credits and degrees.

Robert Bruce is a senior staff writer at The Penny Hoarder covering earning, saving and managing money. He has written about personal finance for more than a decade. William Fewox contributed to this report.

Research on workplace empathy reveals alarming gaps between employees’ mental health needs and the support they receive from their employers. Consider employee benefits, for example. In a 2024 Businessolver survey, 90% of employees said having mental health benefits available at enrollment was important. Yet only 35% reported having access to them.

For a long time, discussions around workplace mental health were rare, if not outright taboo. Thankfully, that is changing, as even executives at the highest levels are willing to discuss their personal experiences. In the same workplace empathy study, 55% of CEOs reported experiencing a mental health issue in the last year, a 24-point increase over the year prior.

To stem the rising tide of psychological strain, many employers have or are considering deepening their mental health benefits bench. A recent Mercer survey showed that 94% of large employers either strengthened their coverage for mental healthcare, increased support or instituted new mental health programs in the last three years.

The business case for expanded mental health benefits is clear. From behavioral health programs to employee assistance programs, mental health benefits generate significant ROI in the form of reduced medical claims costs and increased productivity. And they are in high demand. EAPs ranked among the top three benefits in Businessolver’s 2025 Benefits Preference survey of more than 43,000 employees.

4 mental health benefits showing impact

Many new and emerging solutions have made broadening mental health benefits easier. From virtual treatment options to 1:1 coaching, innovative employee support is available in all kinds of interesting models. Here are four examples and the early workplace wellness results they’re achieving.

See also: Hoping to boost benefits engagement, employers turn to new ally: AI

Flexible work schedules. Instead of thinking about remote work as a casual perk, more companies are getting strategic by formalizing flexible schedules and acceptable working locations with company- or department-wide policies. Four-day workweeks are one example. In 2024, 22% of participants in the American Psychological Association’s Work in America survey said their employer offered a four-day workweek, up 8 points since 14% reported the same just two years prior.

Policies like this standardize expectations for employees while inspiring confidence within the affected workforce—something that is especially important amid headline-making incidents of surprise RTO mandates from some of the most recognized brands in the world. Employees would not be at fault for fearing the remote-work rug could be pulled out from under them at a moment’s notice. A formal policy can quell some of that worry.

Mental health days off. As designated days that employees can take off work to rest or rejuvenate, mental health PTO recognizes that psychological health is just as important as physical health.

Maintaining a healthy work-life balance is a value held by an increasing percentage of the multi-generational workforce. A global survey of 26,000 workers found that in 2024, work-life balance ranked higher than pay for 79% of workers. This was the first time across the survey’s 22-year history that such a high percentage of employees considered their wellbeing above compensation. Especially as more companies implement return-to-office mandates and experience the resulting drop in employee satisfaction, finding creative ways to enable stress management may prove essential for attracting and retaining top talent.

Virtual therapy. Delivered through a range of digital platforms, virtual therapy aims to increase access to mental health support. Because the connections to licensed therapists are remote, mental healthcare becomes more convenient and often more affordable.

Remote support is especially relevant for employers with dispersed teams. When the National Center for Health Workforce looked into mental healthcare access in December 2023, more than half of the U.S. population was living in designated “Mental Health Professional Shortage Areas.” As “healthcare deserts” become more prevalent, virtual therapy can bridge a gap for employees with limited access to in-person mental health services.

Among the observable outcomes of virtual therapy, researchers have seen reduced absenteeism and lower rates of presenteeism when employees are working while coping with an illness.

Financial coaching. Money problems can be one of the greatest contributors to anxiety. Nearly half (48%) of employees in Businessolver’s most recent Benefits Insights survey admitted they would be “panicked” by an unexpected medical expense. This was an even bigger worry among Gen Z and Millennial workers at 62% and 50%, respectively.

More employers recognize the opportunity to mitigate the suffering of financially anxious—and potentially distracted—employees with financial health benefits. One-to-one coaching is an especially effective option, as hyper-personalized guidance can address employees’ immediate needs while introducing them to relevant financial benefits they may not know about or fully understand, such as high-deductible health plans or dependent care flexible spending accounts. It’s not unusual for employees to feel confused about their benefits. In fact, 86% of employees declared as much in the Businessolver survey.

Thinking beyond the traditional benefits box

Beyond formal coverages and connections, safeguarding employee mental health can take a multitude of formats. Some companies have found creative, no- or low-cost ways to mitigate tension and burnout while making time in (and out of) the office more enjoyable.

Take one of our healthcare clients, for example. The company recently overhauled its PTO policy to infuse more flexibility, financial freedom and work-life balance for all employees. The new program gives employees more choice for how to use their PTO, whether that’s cashing it out early to offset pre-tax contributions or keeping so-called “bankers’ hours.” The change has resulted in better retention rates and employee satisfaction.

Similarly, one of our global financial services clients offers additional time off policies for career development, caregiving and volunteering, separate from PTO, to give employees more flexibility around community engagement, professional development, caregiving and managing their wellbeing.

Within our own company, tenured employees are rewarded with funded trips. Once they hit a specific milestone anniversary, they receive a financial stipend for use on excursions that allow for relaxation, adventure or simply more time with the ones they love.

More benefits won’t matter if employees don’t know about them

Regardless of the creative thinking and smart strategizing that goes into an expanded mental health benefits strategy, employees can only be drawn to benefits they know about. At Businessolver, we have a mantra we love to share with HR colleagues who recognize the importance of awareness and are searching for proven practices to achieve it: “Think Like a Marketer.”

Of course, lack of awareness is not always the root cause of underutilized benefits; often, it comes down to a perceived lack of relevance. Do all employees who stand to benefit most from a mental health perk or program understand how it relates to their unique circumstances? With a deepening bench of benefits, answering “yes” is becoming trickier.

HR benefits pros who think like marketers come straight at this challenge with strategic communications strategies that are highly executable—and importantly, scalable. Thanks to the rapid acceleration of generative AI and decision support engines, HR is finding increasingly effective and efficient ways to achieve personalization at scale within their omnichannel strategies.

And it’s working: Employers that promote their most important wellbeing programs and point solutions with personalized reminders experience an average 18% unique impression-to-activation rate.

What’s more, 85% of employees who engaged with personalized decision support technology during the 2025 enrollment period reported feeling confident in their benefits election. That’s an especially significant achievement in the context of the confusion about the pervasive benefits mentioned above.

Marketer’s mindset meets personalization at scale

HR benefits teams can deploy several strategies to amp up the personalization of mental health benefits marketing. Here are just a few:

Speak directly to every employee. Underpinned by proven user experience practices, custom communications speak directly to each employee’s circumstances. Businessolver data shows that when the UX meets employees in their moments of need, they engage at much higher rates.

Offer smart, individualized prompts. HR teams can manage individual benefits activation paths with personalized nudges. Our clients see an 18% average lift in benefits activation (clicks, calls and other forms of active engagement) when employees get personalized reminders about a relevant benefit or point solution.

Integrate adaptive virtual assistants. When trained thoughtfully, chatbots and other AI-based tools uncover “the question behind the question” during interactions with employees. If someone asks about the deductible for an in-office therapy session, for example, Businessolver’s virtual assistant Sofia is trained to not only answer the question but also address the root of the question, such as reminding employees about additional benefits available to them, like an EAP or virtual therapy.

Beyond making it personal for every employee, benefits marketing campaigns must also consider the full employee journey. An individual newly diagnosed with a panic disorder, for example, may suddenly find a benefit like care navigation essential, even though it previously was not on their radar. For that reason, it’s just as essential for HR benefits pros to generate campaigns that drive high recall as to build familiarity.

One effective way to make a lasting impression is through storytelling and testimonials. Integrating this kind of content into benefits communication brings perks and programs to life for employees, enhancing recall. Pro tip: Many point solution providers have this kind of content ready for their clients to use.

Balancing skyrocketing costs with care

Even as the business case for greater investment in employee mental health solidifies, skyrocketing healthcare costs (up to 9% per some estimates) will have a significant influence on HR’s ability to secure buy-in for greater investment in well-being initiatives.

However, being able to articulate strategies for earning ROI on that investment may help build consensus. With a marketer’s mindset and the technology to personalize communication at scale, HR can position the expansion not as an expense but as a strategic way to demonstrate care for the people who drive the business forward.

We all experience stress in varying degrees, which can take a serious toll. Sometimes it’s manageable, but there are times when it can start to feel out of hand—especially if you are dealing with something like depression or anxiety. If your stress has become overwhelming, taking a mental health day could provide the quick reset you need.

A mental health day is a day when you take time off from work or school and minimize your commitments or responsibilities. You can use this time to focus on relieving stress, relaxing, having fun, and preventing burnout.

While one day might not solve heavy underlying problems that lead to burnout, a mental health day off work *can* provide a much-needed break to pause, regroup, and come back with greater energy and a fresh, less-stressed perspective.

Stress and burnout can also contribute to serious (and costly) mental health challenges. According to research conducted by the World Health Organization (WHO), anxiety and depressive disorders cost more than a trillion dollars globally in lost productivity each year.

Whatever stressors you face, these tips can help you take a mental health day and make the most of it.

Benefits of a Mental Health Day Off Work

Work, family, school, kids—it’s easy to feel overwhelmed by your daily roles and responsibilities. When you’re constantly expected to perform your duties as an employee, a parent, a spouse, a family member, or a friend, it’s easy to see why you might feel drained and exhausted.

No matter how busy you are, it’s important to take time for yourself to:

Clear your mind

Have fun and do things you enjoy

Improve your sleep quality

Process your emotions

Promote relaxation

Reduce stress

Can Your Boss Deny You a Mental Health Day? The U.S. Equal Employment Opportunity Commission offers certain protections for workers’ mental health rights. While it doesn’t specifically say that it’s okay to take a day off work for mental health, it does allow for “reasonable accommodations,” which include altered work schedules. If you face disciplinary action for taking a mental health day off work, you may wish to consult with an attorney to discuss whether your legal rights have been violated.

World Mental Health Day

World Mental Health Day was first celebrated in 1992 by an organization called the World Federation for Mental Health. Today, the World Health Organization (WHO) supports World Mental Health Day as well.

The day is meant to raise awareness about mental health issues, reduce stigmas surrounding mental illness, and encourage workplaces, institutions, and individuals to prioritize their mental health.

When Is World Mental Health Day? World Mental Health Day happens every year on October 10.

Choose Your Mental Health Day Off Work

Once you have decided to take a mental health day, the question then becomes “when and how?”

The best way to avoid feeling stressed about taking a day off is to schedule a day off ahead of time, then take steps to rearrange your workload or find a replacement for the day. However, if you wake up in the morning and just feel that you can’t face the stress of the day, this may be a good time to take a mental health day and make the most of it.

The decision of when to take a mental health day really depends on your personal situation. If your employer is supportive—and you are comfortable sharing your reasons—feel free to plan a mental health day in advance.

Some people feel they need to make mental health day excuses to get out of work. But if you don’t want disclose your reasons for taking a day off—or if your employer is less understanding—don’t feel obligated to share.

While there has been a growing movement to destigmatize mental health issues in the workplace, many employers still do not support mental health concerns as a legitimate reason to miss a day of work.

How do you ask for a mental health day off work? You can:

Call in sick . You can say, “I’d like to use my remaining sick day this month,” and not specify why you’re using it. Or you can say, “I am not feeling well today, and I need to take the day off,” without adding anything further. In this case, your mental health day is taken as a sick day.

. You can say, “I’d like to use my remaining sick day this month,” and not specify why you’re using it. Or you can say, “I am not feeling well today, and I need to take the day off,” without adding anything further. In this case, your mental health day is taken as a sick day. Plan to use some of your time off . You can say, “I will be using my PTO,” without giving a reason why. Your employer or fellow employees don’t need to know what you’ll be doing.

. You can say, “I will be using my PTO,” without giving a reason why. Your employer or fellow employees don’t need to know what you’ll be doing. Schedule your mental health day for a day you already have off. If anyone asks what you’ll be doing, you don’t have to share that you’re taking a mental health day unless you feel comfortable doing so. You can simply say, “I’ll be seeing family,” or “I’ll just be relaxing at home.”

What If I Can’t Take Time Off? Weekends work well, too! While a “traditional” mental health day generally includes taking a day off from work, it’s not necessary to call in sick to take a day to focus on stress relief.

Mental Health Days for Students

What about students? While they may not be dealing with the pressures of work, academics and other school-related obligations can undoubtedly contribute to stress and the need for a mental break. State legislation has increasingly supported policies that enable students to take time off for mental or behavioral health. Of course, policies vary by school and by state.

If you or your child need to take time away from school for mental health reasons, you can use a sick day to do so. If you need more time or your school requests a doctor’s note, talk to a guidance counselor and/or administrator at the school to explain your situation. A mental health professional may be able to provide a written note that verifies your need for a day (or multiple days) off.

How to Recognize the Signs of Burnout

If you can recognize the signs of burnout (or feel them coming), it’s probably time to take a mental health day at work or a mental health day at school.

Signs of burnout include decreased motivation or performance, negative thoughts about yourself or others, and physical or mental exhaustion.

If you’re not feeling like yourself, and you dread performing your day-to-day tasks, chances are you are experiencing some burnout.

What to Expect From a Mental Health Day

Taking a mental health day isn’t just about spending all day in bed ignoring the world (tempting, but no). It isn’t a day to hide from your problems. It’s also not a day to spend 10 hours scrolling TikTok and calling it self-care.

It’s about giving yourself what you need to feel mentally restored. That might mean finding ways to destress or process some difficult emotions you’ve been experiencing. Knowing what you can expect to get out of a mental health day can help you make the most of it.

An effective mental health day can help you: Destress

Get a handle on your emotions

Relax

Reset your perspective

Rest

Take a step back to evaluate

Problems can be harder to deal with when they seem close, overwhelming, and inescapable. Taking a mental break from work and spending some time on self-care can sometimes give you the mini-break you need to head back into things with a clear head.

How to Spend Your Mental Health Day Off Work

Sometimes this one is a no-brainer—if you’re exhausted, your body will be screaming that it needs to rest. Of, if you feel you can’t face another day of hard work, you may just need to have some fun. However, you may not be as tuned in to your needs if you’re feeling overwhelmed.

Pause for a moment and really think: Do you need to let go of some tension? Or do you need to make some changes so future you won’t be so stressed? Or do you just need a little time to reconnect with a good friend or have a change of scenery? Just like different stressors require different responses, the kind of mental health day you take should match your needs.

If You Need to Relax

Taking a mental health day often means taking time out to relax. That can mean watching TV in pajamas for hours, or puttering around the house and doing nothing. As long as this isn’t an everyday thing, that’s fine. Some activities take a little extra planning and effort, but the results can be *so* worth it.

Examples include:

Attending a yoga class

Getting a massage

Swimming laps

Taking a walk in nature

The key is to do something that actually helps you unwind, whether it’s taking a hike, exploring a museum, or just getting lost in a good book.

Things to Avoid Other people, if they interfere with your need to recharge

Smoking, drinking, or other substances

Overeating unhealthy foods

Ruminating or wallowing in negative emotions

Spending all day reading posts on social media

There are almost endless ways to spend your day, whether you decide to catch up on some much-needed sleep, indulge in a hobby you love, or hang out with a friend. Just make sure you’re focusing on things that boost your physical and mental wellness.

If You Need Some Fun

If you really need a change of scenery and a “Ferris Bueller’s Day Off” kind of mental health day, make the most of it. Plan at least one fun event—either something you normally love to do and don’t do often enough, or something you’ve always wanted to try. Take a good friend along, if possible, to really make the day memorable.

If nothing grabs your attention, consider trying some activities that provide just the right type of challenge: Hobbies, games, and the like.

If You Need to Make Some Changes

If stress is piling up and you need a way to slow down and stop the noise, take a day to restructure things to make your life flow a little smoother. You may not be able to wipe out all of your stressors in a day, but you can definitely tackle one or two. It might seem like a small win, but it can ultimately have a lasting impact on your overall stress levels.

You can start to eliminate stress by:

Creating a list of things that drain your energy

Cutting out some of your larger stressors

Taking a look at your priorities

Working on increasing job satisfaction

Don’t try to take this all on in a single day. Taking on too much all at once will just make your stress levels worse. So, if you want to use your mental health day to make real changes in your life, use it to evaluate, plan, and get ready to work on those changes.

If You Need a Longer Break

It’s also worth checking in with yourself—is it normal stress or are you heading for burnout? If a single mental health day doesn’t cut it, it might be time for a staycation or even a full-on vacation.

Online resources can be helpful, but don’t be afraid to discuss your concerns with your doctor or a mental health professional. There are many things you can do to start to feel better.

If you or a loved one are struggling with mental health issues, contact the Substance Abuse and Mental Health Services Administration (SAMHSA) National Helpline at 1-800-662-4357 for information on support and treatment facilities in your area. For more mental health resources, see our National Helpline Database.

Takeaways

Don’t wait until you’ve reached the point of burnout to take a break—look for ways to keep stress levels low so that you don’t wake up one morning in dire need of an emergency mental health day. Mental health days can be helpful when they are really needed, but you should also make sure that you make time for rest and prioritize your mental health *every* day.