In our new series, we are going to walk through different scenarios we have seen our clients go through both from the employee and the company perspective.
Our first scenario is when you, as an employee, need to take time to focus on your health. We realize that can mean a lot of different things, with different levels of support needed. But let’s say this is a short term situation, maybe it’s your mental health and you just need time to focus on getting back to a better place. Or if you are struggling with a new medical condition or an injury and you just need some time to focus on getting on the right path where you can then manage it moving forward.
Here are some ways you can approach this with your company…
1) Prepare for the conversation. What do you need in this moment? Is it flexibility for doctor’s appointments or if your new medication creates a side effect? Is it a lessened schedule to give yourself time to rest? Is it complete time off? And how long do you think you will need it (be honest with yourself). This way you know what you want to ask for when you talk to your company
2) Talk to your manager. Assuming you have a good relationship with your manager, we encourage you to start with them. Share (to the level you are comfortable) what is going on and how you need support. You do not need to go into the details of your health issues, but if you are comfortable sharing the headline, it can be helpful to your manager so they can best support you. If they ask questions you aren’t comfortable answering, just let them know you would prefer to keep that private. But you appreciate their concern. If they ask if you are flexible in what you need (for example two weeks versus three weeks off) let them know you will think about it and get back to them. You want to make sure you are comfortable with whatever decisions you make.
3) Talk to HR. Some people prefer to go to HR first so they understand what is available before talking to their manager. Does your company have any paid leave policies that you are eligible for? Or unpaid leave? Are there flexible work policies or reduced schedules you could consider? HR will know other resources as well like an EAP (Employee Assistance Program) or discounted vendors that might be helpful. If you talked to your manager first, make sure you mention that so they know your manager is in the loop. If it didn’t go well with your manager, ask if they have any suggestions or ideas on how to get support during this time. They may reach out to the manager and better understand their concerns and there might be a solution that is available they didn’t think of before.
While we always hope there is some way a company can support an employee when they need it, there is a balance. Often a company can’t do something against a policy or something they wouldn’t do for someone else because they have to create an internal equity and fair practice when considering these requests. If it isn’t possible to get the support you need, you may be eligible for FMLA (a federal unpaid leave program).
At the end of the day, if you don’t ask for help during a tough time, your manager definitely won’t be able to help you. Advocate for yourself and hopefully your company will be able to support you during a time when you need to focus on you.