Could Mandatory Career Breaks Be the Key to Combating Burnout Across All Industries?

HRH the Prince of Wales has sparked a vital conversation about the necessity of enforced career breaks for NHS staff, highlighting a pressing issue in workplace mental health policies. During a visit to the Royal Berkshire Hospital, he expressed concern that healthcare workers often prioritize others' wellbeing over their own, leading to severe burnout.

“For me, looking into the nation’s mental health over the last few years, unless there’s almost enforced breaks in someone’s career, as part of your career development, we’re never going to get to that point where you can look after their mental health,” he stated.

The Burnout Crisis

The burnout crisis is not confined to healthcare. A YouGov poll indicates that many NHS staff report feeling frustrated (57%) and stressed (53%), with a staggering 73% experiencing burnout at least some of the time. Furthermore, Mental Health UK found that 91% of adults experienced high or extreme stress in the past year, and 77% of UK CEOs feel overworked and burned out.

Countries like Sweden have set a precedent where structured breaks and a strong work-life balance are cultural norms, promoting productivity and camaraderie among employees.

Should Mental Health Breaks Be Mandatory?

Business psychologist Dannielle Haig argues that while the sentiment behind mandatory mental health breaks reflects a growing awareness of burnout, implementing such policies requires a balanced, evidence-based approach. She notes that proactive interventions can reduce burnout, as defined by the World Health Organization.

Colin Preece, head of mental health at Teladoc Health, emphasizes that while structured breaks are essential in high-stress fields, mandatory leave across all sectors may not be feasible. He advocates for mental health leave to be normalized like sick leave, reducing stigma around taking time off for personal wellbeing.

Risks of a ‘One Size Fits All’ Approach

Experts caution against a uniform approach to mental health leave. Haig suggests fostering a culture where taking mental health breaks is normalised rather than mandated. Tailored strategies that consider the unique demands of each sector may prove more effective.

In the words of Karl Bennett, wellbeing adviser at Perkbox Vivup, companies should create cultures that encourage open conversations about mental health and provide structured support systems.

Lucy Shoolbred, co-founder of Working Mindset, advocates for a shift in terminology to “careers with enforced resting breaks” to protect mental wellbeing and ensure employees thrive throughout their careers.

For more insights, check out the CIPD’s guide to supporting mental health at work.