1 in 3 U.S. workers take time off after breakups, Zety finds
NEW YORK, UNITED STATES — A new report reveals that romantic breakups are a significant, unaddressed drain on workplace productivity, with one in three United States workers already using sick days or paid time off (PTO) to recover.
The survey from career site Zety, conducted in January 2026, finds that while employees seek formal “heartbreak leave,” a majority fear stigma in asking for it, preferring flexible support like remote work instead.
How breakups impact workplace performance
The data from Zety’s survey of 1,020 U.S. employees demonstrates that the emotional impact of a breakup directly translates into tangible business costs.
Forty-three percent of workers believe that a romantic break negatively affects their productivity or job concentration. Further, 38% were less motivated or involved, and nearly a quarter (23%) had their problem-solving or decision-making ability impaired.
This drop in performance is not just an inactive consequence; it is a proactive interference in operations, manifesting as absenteeism and presenteeism.
A third of the workers (33%) reported having already taken sick leave or PTO, especially to cope with a breakup.
The ripple effect also spreads to the team: 17% state that heartbreak has adversely affected their relationships with colleagues or managers, indicating a wider cultural impact on output than on individual contributions.
“Emotional strain from heartbreak can reduce individual productivity and engagement while also affecting team collaboration and workplace dynamics,” the report notes.
“Recognizing and addressing these impacts proactively allows managers to support staff before challenges escalate.”
Gen Z and men leading the ‘heartbreak leave’ trend
Demographic analysis of the survey results uncovers a clear generational and gender divide in who is most likely to take time off for heartbreak.
The young workers are the first, with 47% of Gen Z and 45% of millennials citing their likelihood to take time off. This is in contrast to 31% of Gen X and only 11% of Baby Boomers, indicating a shift in workplace culture toward emotional balance.
As opposed to stereotypes, men (36%) are also more likely to have gone on a break after a love breakup than women (28%). This observation implies that the need for healing following the loss of a relationship is a human experience that affects both men and women.
As the report notes, “Breakups affect employees differently depending on their age and gender, which can influence absenteeism and engagement.”
“Companies that consider these differences can better support workers and reduce hidden disruptions.”
However, the expression of that need—through taking formal time away—currently shows a notable demographic skew that employers must recognize in their policies.
The conflict between policy and professional stigma
Many employees find it important to have time-off policies formalized in the event of a romantic loss, with 1 out of every 3 (33%) of employees saying employers ought to provide heartbreak leave.
There is considerable support for such a policy: 43% of people would be likely to use it if it were provided, and 40% would need at least 3 days of PTO to restore themselves, indicating a perceived need for structured support.
However, a certain level of stigma still exists. Only 65% of employees said they would feel uncomfortable taking heartbreak leave because they would be looked down upon or their careers would be harmed.
“Even when employees see the value of formal support for heartbreak or breakups, stigma prevents them from taking it, highlighting the importance of creating a culture where emotional health is normalized and respected,” the report notes.
This conflict points to a severe disjuncture: although the need exists and is manifested through indirect absenteeism, the work environment is not yet a place where one can openly discuss this common phenomenon in life without professional risk.
Flexible work as a solution for personal crisis
While formal heartbreak leave faces cultural barriers, employees have identified the flexible support they need most: 31% prioritize remote workdays, another 31% seek flexible hours, 26% desire more privacy through fewer meetings, and 23% want to adjust workloads and deadlines.
This data indicates that granting employees granular control over their work environment and schedule is the most directly effective—and stigma-free—strategy for maintaining productivity during personal crises.
“Having options and control over work allows employees to navigate heartbreak more effectively,” the report stressed.
The push for heartbreak leave highlights a broader shift toward human-centric workplaces, where flexible support systems are becoming key to managing both emotional well-being and productivity.
