Days off for mental health needs usually are included under employers’ paid time off policies as well as leave laws for those workers who have coverage, a point recently reinforced by US Labor Department guidance.

But there’s more work to do for employers to reassure employees they can take mental health days or longer-term leave without repercussions—and perhaps more importantly to ensure that workers’ mental well-being is supported in their day-to-day jobs, according to policy advocates and human resources consultants. It’s a need the pandemic brought into the spotlight with employees suffering burnout or worse, as Covid-19 exacerbated already widespread mental health difficulties.

“Usually it’s not a matter of whether or not the day will be approved. It’s a matter of whether or not the employee feels comfortable asking for the day,” said Vanessa Matsis-McCready, associate general counsel and director of human resources for Engage PEO, which provides outsourced HR services to small and mid-size employers.

“Time off is vital,” she added.

The Labor Department reminded employers in guidance released May 25—in a nod to National Mental Health Awareness month—that mental health problems including anxiety and depression can count as serious health conditions under the federal Family and Medical Leave Act. The FMLA guarantees up to 12 weeks of job-protected but unpaid...

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