“Everyone has moments when they are not happy, so if you are not happy, don't come to work.”
This quote from Yu, which quickly went viral, emphasizes that it is natural to go through periods of unhappiness. The point is that in these moments, it is healthier for both the individual and the organization for the person to step away from work.
The “unhappiness leave” policy introduced by Donglai is attracting attention not only in China but around the world for its innovative approach to mental health at work.
How does it work?
Pang Dong Lai’s founder, when introducing the policy, allowed singapore number list employees who felt unhappy or dissatisfied to take up to 10 days off per year, without needing approval. “This leave cannot be denied by management. Denial is a violation,” Yu said.
The introduction of unhappiness leave is a direct response to the need to promote a more understanding workplace.
In addition to the leave, the company promotes a healthy work-life balance, with seven-hour workdays, weekends off, 30 to 40 days of annual leave and five days off during Chinese New Year.
Another interesting aspect of the company's organizational culture is the job-level certification system, which allows even a janitor to earn high salaries, as long as he demonstrates the necessary skills. "A janitor can earn up to 500,000 yuan per year (which corresponds to R$390,000, or R$32k per month) as long as his professional capabilities reach a certain level."
Pang Dong Lai has also implemented an interesting “Complaint Bonus” designed to compensate employees who face challenging situations, such as handling complaints or being mistreated by customers. The bonus ranges from 5,000 to 8,000 yuan (about $3,800 to $6,200) and reflects the company’s commitment to valuing and protecting its employees.
What's behind the unhappiness license?
The license validates that everyone faces moments of sadness and discouragement, which contributes to a culture of acceptance and understanding. Data from the World Health Organization (WHO -2021) indicates that around 1 in 4 people will face mental health problems at some point in their lives .
By allowing employees to take time off to recover emotionally, the company and the entrepreneur believe that it can reduce absenteeism and increase productivity in the long run. After all, employees who feel good about taking care of their mental health tend to be more engaged and motivated.
Another important point is that by not requiring approval for leave, the company empowers employees to make decisions about their own well-being.
The executive has even been nicknamed “China’s dumbest boss.” However, according to him, the measure has had an effect, as less than 5% of employees leave the company each year.
But does a day off solve the problem?
Yu Donglai’s “unhappiness leave” policy is an innovative approach that raises a deeper awareness of mental health in the workplace. This leave can be seen as a temporary relief for employees who feel overwhelmed or unhappy. However, this temporary solution does not address the underlying causes of stress and dissatisfaction.
The idea that employees can take up to 10 days off if needed is a positive step, but it’s important to consider the context in which this leave is offered. Companies often put intense pressure on employees, creating an environment that can lead to burnout.
Taking time off may seem like a form of care, but in practice it can send the message that it’s acceptable to work to the limit, with the promise of a day off to recover. This raises the question: does mental health really begin and end with a day off?
If stress is caused by structural issues such as excessive workload, unattainable deadlines or lack of support, returning to the workplace after a day off can bring back the same sources of burnout.
For mental health to be effectively prioritized, an ongoing commitment from companies is required. This involves creating a work environment where employees feel valued and respected, with open communication channels that allow them to discuss concerns and challenges.
Practices such as promoting work-life balance, implementing stress management training and offering emotional support are essential to prevent the “safety valve” from needing to be activated frequently.
Taking a day off can be a great start to recognizing the need for self-care, but tackling burnout is all about adopting regular wellness practices and creating a healthier work environment.
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