Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
Heartbreak hurts. And in workplaces increasingly focused on mental well-being, some employees are asking: should a breakup qualify as a reason to request paid time off?
A Gen Z employee recently went viral after emailing their boss to request ten days off to recover from a breakup, citing that they “haven’t been able to focus on work.” Whether this was real or a clever PR stunt, it sparked a conversation about emotional health, workplace culture, and the future of PTO.
Heartbreak Isn’t Covered…Yet
In the U.S., heartbreak leave isn’t standard. Employers generally recognize absences for illness or family emergencies, but few have frameworks for taking time off for emotional recovery.
Employees often rely on personal days — or sometimes small white lies — to get the mental space they need. While it may feel awkward to admit struggling after a breakup, research shows it can have a serious impact on work performance.
Emotional Pain Is Real
Studies reveal that our brains process heartbreak in the same areas activated by physical pain. Extreme cases can even lead to “broken heart syndrome,” where emotional stress temporarily affects the heart’s ability to pump blood.
Beyond physiological effects, emotional distress can disrupt focus, sleep, and decision-making.
One study found that 44% of divorced employees reported that the emotional toll negatively affected their work, underscoring how deeply personal challenges can impact productivity.
How Other Countries Handle Heartbreak
While U.S. workplaces lag behind, some countries already recognize the need for emotional leave.
In Germany, employees can take time off for liebeskummer, or “love grief.” Elsewhere, well-being or mental health days can be used to recover from emotional events, including breakups.
These policies reflect a growing acknowledgment that mental and emotional health should carry as much weight as physical health in the workplace.
The Case for Heartbreak Leave
Allowing employees time to process a breakup may actually benefit employers. Emotionally distracted workers are less productive, more prone to mistakes, and may disengage from their roles entirely.
Offering a short, sanctioned break could help employees return recharged and focused.
Companies that embrace empathy in PTO policies may see stronger retention, more trust, and a healthier workplace culture overall.
Work Culture Is Evolving
The pandemic and recent changes in workplace expectations have given employees more leverage to request flexible benefits beyond traditional sick leave.
Bereavement leave for pets, and menstrual leave are all part of a growing trend of acknowledging nontraditional life events.
Heartbreak leave may be next in line, reflecting a culture that values mental health and recognizes the reality of modern life.
Not everyone will want or need heartbreak leave. Some employees throw themselves into work as a distraction, but giving the option acknowledges that emotional well-being is a valid concern.
Creating space for healing can reduce burnout and encourage authentic engagement at work.
A Viral Example
The Gen Z employee who went viral for requesting ten days off was granted leave without hesitation. The story showcases a major cultural transition: being open about emotional needs may soon become normalized rather than stigmatized.
As workplaces evolve, PTO may extend beyond physical illness to include the emotional moments that affect our ability to contribute fully.
