How to Take Time Off Work for Mental Health Treatment in Illinois
The World Health Organization (WHO) says that mental health struggles affect over 1 billion people in the world. If we focus on the US numbers, every 1 in 20 adults experiences serious mental health conditions in the country each year, as per SAMHSA.
Sadly, a large percentage of these people are expected to carry on with life as if nothing is eating at them from the inside. As a result, they never get to treat their mental health and deal with its consequences. However, many countries are now making mental health treatment more accessible, so people don’t have to bottle up these problems.
Today, if someone needs time off work for mental health treatment in Illinois, they can take it, and their jobs will be protected even when they’re away. But how does one ensure their employment is safe when they step away for treatment?
This article answers just that and more—read on and take a well-deserved break to handle your mental well-being.
What Does FMLA Say About Mental Health Leave?
Before we list the steps to take time off work for mental health treatment in Illinois, let’s understand what the law says about it.
So, there is a federal law in place called the Family and Medical Leave Act (FMLA) that allows eligible employees to take 12 weeks on unpaid, job-protected leave per year for a serious health condition. Since this law recognizes mental health troubles, i.e., depression, anxiety disorders, PTSD, bipolar disorder, etc., you can avail a leave to treat them.
But here are some boxes to tick for you to be eligible for this job-protected leave:
- You work for an employer with 50 or more employees.
- You have worked there for a minimum of 12 months.
- Have logged 1,250 hours in the past 12 months
If your situation matches these basic FMLA rules, your employer cannot fire or demote you when you’re away for a mental health treatment break. Also, upon your return, the employer is required to restore you to the same or an equivalent position.
How to Take Time Off Work to Receive Mental Health Treatment in Illinois?
Thankfully, the FMLA does a decent job of protecting people’s jobs when they’re admitted to mental health treatment centers. But to benefit from it, you must follow the rules and terms. That said, here is how you take time off work to receive mental health treatment in Illinois:
Talk to the Mental Health Expert
Dealing with a mental health condition is one thing, and having an expert’s verdict that you must get it treated is another. So first of all, talk to your mental health expert, be it a doctor, therapist, or psychiatrist, and share that you need confirmation if your condition qualifies as a serious health condition under FMLA.
Since this expert will need to complete a Medical Certification Form for your employer, not having a clear word from them could hold up your entire request. Also, during this meeting, have your diagnosis, treatment plan, and the duration of leave you need documented.
Decide the Kind of Leave You Need
FMLA gives you flexibility in how you structure your leave, so be clear on the leave format suitable for your treatment before applying it. Here are your options:
Continuous Leave
A continuous leave is a straight block of time (i.e., 2-12 weeks) away from work. If you’re recommended for an inpatient mental health rehab or an intensive outpatient program that runs daily, you need a continuous leave.
Intermittent Leave
If your mental health treatment in Illinois means weekly therapy, psychiatrist appointments, or another structured treatment that doesn’t require you to step away from work, taking intermittent leave will work. Mental health experts suggest this model for ongoing treatment, and it is also the one most employers push back on. So make sure your provider documents the frequency and duration clearly on the certification form.
Reduced Schedule Leave
A reduced schedule leave means you log in for fewer hours or fewer days during ongoing treatment. When you’re stable enough to work but need bandwidth to recover properly without being stretched thin, your doctor will likely suggest this schedule.
Notify Your Employer
Timing your notice correctly is a legal requirement that directly affects how your request is processed. If your mental health treatment leave is planned, give your employer a 30-day notice.
Although an email technically works, sending this notice in writing creates a timestamp and a paper trail that protects you. Also note that you don’t need to disclose your diagnosis, and telling your employer that you need leave for a medical condition is enough.
Get the Paperwork from HR
The next step in the application process is for your HR to complete the paperwork. Notably, the federal law requires an employer to respond within five business days with two documents: the FMLA Notice of Eligibility and a Rights and Responsibilities Notice. The former confirms whether you meet the criteria to take protected leave, while the latter lays out what both you and your employer are obligated to do.
Also, your company’s HR will provide a Medical Certification Form, which you’ll have to complete and get signed by your healthcare provider within 15 calendar days.
Have Your Doctor Complete the Certification
After the HR hands it over, take your Medical Certification Form directly to the mental health expert because it requires a licensed provider’s assessment and signature to carry any legal weight.
Here are the three basic things that this form asks your doctor to address: the general nature of your condition, whether it is serious enough to warrant treatment, and the expected duration and frequency of the leave needed.
Again, your psychiatrist or doctor does not need to hand over your full diagnosis or disclose sensitive clinical details to your employer. The form only requires confirmation that a qualifying condition exists and that the requested leave is medically necessary.
Submit Everything and Get Written Confirmation
You’re required to return the completed certification to HR in 15 days, and if your provider needs more time, request an extension from HR before the deadline passes. And after processing your paperwork, the HR will have to issue a written Designation Notice. This notice confirms if your leave is approved as FMLA-qualifying; don’t assume approval before you have the letter.
Then, after your treatment is completed and your allotted break is over, confirm your return date, knowing fully well that your employer is legally obligated to restore you to the same position or a direct equivalent. If they come back with anything less, that’s a violation worth challenging.
Take the Time Away, Work Will Always Be There
Running on empty makes recovery longer and harder. Know that mental health treatment is healthcare, and taking time off to get it is your right. Sadly, too many people white-knuckle through work while their condition gets worse, but that delay has a cost. So don’t let that happen to you; take the step now and change your life for the better. Forrest Behavioral Health is always there for you!
