New Report Says Employees Want ‘Heartbreak Leave.’ Here’s What They’re Getting Instead

Most companies plan to enhance PTO benefits to improve worker experience and staff retention. But they’ll likely draw the line at formal leave to recover from a shattered romance.

Should Companies Offer "Heartbreak Leave"? The Case for Emotional Recovery Time Off

Paid time off has evolved far beyond simple vacation days. Today's employees need time away from work for an expanding array of reasons—parenting responsibilities, caregiving duties, medical appointments, and various personal obligations that compete with professional demands.

Recognizing these growing needs, many companies are pledging to strengthen their commitment to employee well-being by expanding leave benefits. Yet one emerging request might give even the most progressive employers pause: paid time off to recover from a breakup.

The Demand for Breakup Recovery Days

According to a recent survey of 1,020 U.S. employees conducted by resume and job-hunting service provider Zety, one-third of workers believe employers should offer formal days off for recovering from romantic loss. Perhaps more telling, an equal percentage admitted they've already taken sick days or used other PTO to cope with an ended relationship—they're just not being honest about why.

While "heartbreak leave" may seem unconventional, most employers are indeed planning to expand their leave programs in other directions.

The Broader Leave Expansion Trend

Research from Willis Towers Watson (WTW) reveals that 73 percent of 585 surveyed U.S. employers plan to enhance their leave programs within the next two years. This represents a substantial investment in benefits that allow employees to address personal matters.

Current expansion plans include:

Parental leave: While 80 percent of surveyed businesses already offer paid parental leave, 16 percent plan significant expansions
Bereavement leave: Nearly 20 percent will strengthen existing policies
Caregiving PTO: Set to increase from 22 percent of companies today to nearly 40 percent within 24 months

The Business Case for Generous Leave Policies

Companies aren't expanding PTO purely out of altruism. Two-thirds of WTW survey respondents cited improving employee experience as a goal, while 60 percent pointed to better talent attraction and retention.

"Leave programs have become a strategic differentiator for employers competing for talent," noted WTW group benefits leader Alex Henry. "Enhancing leave programs can be a cost‑effective way to improve well‑being, strengthen culture, and meet the evolving expectations of a modern workforce."

Research supports this strategic approach. A joint study by Cleveland State University and Florida Atlantic University, analyzing 18 years of business data, found that companies offering moderate (6-10 days) or high (11+ days) annual PTO saw significantly decreased employee quit rates. The effect was particularly pronounced among male workers.

The researchers discovered that minimal PTO (1-5 days annually) had little impact on voluntary resignations, but more generous policies made a measurable difference.

"Voluntary turnover isn't just a staffing issue—it's a trillion-dollar challenge that affects every corner of a business, from recruitment costs to lost clients," explained CSU professor Candice M. Vander Weerdt. "Our research shows that the number of paid days off plays a meaningful role in retention."

Why Heartbreak Leave Deserves Consideration

The case for breakup recovery time isn't as frivolous as it might initially appear. The Zety survey found that 43 percent of respondents reported romantic splits had temporary but significant negative effects on productivity.

Approximately 40 percent of participants cited decreased focus, motivation, and engagement following a breakup. Nearly a quarter said heartbreak undermined their decision-making abilities and overall professionalism.

A Generational Shift

Demand for post-breakup leave will likely intensify as workplace demographics shift. Among those who've called in sick after a breakup:

47 percent of Gen Z workers
45 percent of Millennials
Just 11 percent of Boomers

As Boomers retire and younger workers comprise a larger share of the workforce, expectations around emotional well-being support are changing.

The Flexibility Factor

Regardless of the specific reason—whether a breakup, family emergency, or mental health need—the research points to a common theme: flexible PTO policies that allow employees to address personal challenges ultimately benefit both workers and employers.

"Having options and control over work allows employees to navigate heartbreak more effectively," the Zety findings noted. "Flexible arrangements enable them to feel supported while staying connected and productive during emotionally challenging times."

The question for employers isn't whether heartbreak affects workplace performance—the data suggests it clearly does. The question is whether formally recognizing emotional recovery as a legitimate use of leave time represents a good business strategy in an increasingly competitive talent market.