You’ve heard of sick leave and vacation days, but what about “heartbreak leave?”
A new report from resume resource platform Zety finds that one in three employees have called out sick or used paid time off after a romantic breakup, quietly disrupting productivity, focus, and attendance.
The findings are fueling debate around heartbreak leave, defined as “formal, employer-approved time off to recover from romantic loss.” While the idea may sound unconventional, the data shows employees are already taking time off after breakups, just informally and without support.
Key findings
- Impact on attendance: One in three workers have called out sick or used PTO to recover from a breakup, with men and younger employees being more likely to call out.
- Breakups take a toll: 43% say their workplace productivity suffers, while 38% report lower motivation and engagement.
- Need for formal leave: One in three workers believe employers should offer “heartbreak leave.”
- Estimated recovery time: 40% believe they need at least three days of PTO after a breakup.
- Flexible support is key: 31% say remote work days are most helpful after a breakup, while 23% would prefer adjusted deadlines or workload.
Breakups are already disrupting work
The effects of heartbreak ripple through the workplace. According to the survey of 1,020 U.S. employees:
- 43% say a breakup negatively affected their productivity or ability to focus.
- 38% report lower motivation or engagement at work.
- 33% have taken sick days or PTO specifically to recover from a breakup.
- 25% say breakups affected their attendance or punctuality.
- 23% say breakups impaired their decision-making or problem-solving.
- 17% say heartbreak has negatively impacted their relationships with colleagues or managers (17%).
Younger workers and men most likely to take time off
The likelihood of taking time off after a breakup varies across demographics:
- Men (36%) are more likely than women (28%) to take time off after a breakup.
- Gen Z workers are most likely to take time off (47%), followed by millennials (45%), Gen X (31%), and baby boomers (11%).
Employees want heartbreak leave, but fear judgment
Many workers believe employers should acknowledge heartbreak as a legitimate workplace issue:
- One in three (33%) feel employers should offer heartbreak leave.
- 43% say they would be likely to use heartbreak leave if it were offered.
However, stigma remains a significant barrier:
- 65% say they would feel uncomfortable requesting heartbreak leave due to fear of judgment or negative consequences.
How much time do workers say they need?
When asked how much paid time off is necessary to recover from a breakup, employees reported:
- One day (33%)
- Two days (27%)
- Three days (22%)
- Four or more days (18%)
Flexibility is crucial to employees
Beyond paid time off (30%), employees say these flexible support options would be most helpful after a breakup:
- Remote work days (31%)
- Flexible hours (31%)
- Privacy (e.g., fewer check-ins or meetings; 26%)
- Adjusting deadlines or workload (23%)
“Breakups are one of the most common forms of personal grief, yet employees are often expected to perform as if nothing happened,” Jasmine Escalera, career expert at Zety, said in a statement. “Offering short-term flexibility—whether through remote days, adjusted workloads, or formal heartbreak leave—can help employees recover more quickly, stay productive, and feel supported rather than penalized for a normal life event.”
Methodology
The findings presented are based on a nationally representative survey conducted by Zety using Pollfish on Jan. 5, 2026. The survey collected responses from 1,020 U.S. employees and examined the impact of romantic breakups on the workplace, attitudes toward “heartbreak leave,” and the types of workplace support they find most helpful after a breakup. Respondents answered different types of questions, including yes/no, scale-based questions where they indicated their level of agreement with statements, and multiple-choice where they could select from a list of provided options. The sample consisted of 53% female, 46% male and 1% nonbinary, with 17% Gen Z, 28% millennials, 27% Gen X, and 28% baby boomers.
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