{"id":87160,"date":"2025-09-12T10:41:23","date_gmt":"2025-09-12T08:41:23","guid":{"rendered":"https:\/\/hybo.app\/en\/?p=87160"},"modified":"2025-09-12T10:41:23","modified_gmt":"2025-09-12T08:41:23","slug":"sick-leave-burnout","status":"publish","type":"post","link":"https:\/\/hybo.app\/en\/blog\/sick-leave-burnout\/","title":{"rendered":"Burnout syndrome and sick leave: when and how to request it in Spain"},"content":{"rendered":"<p>Chronic exhaustion in the workplace is no longer a taboo subject. The so-called burnout syndrome has gone from being a temporary feeling of stress to becoming a problem recognized by the World Health Organization (WHO) as a work-related illness. In Spain, more and more people face the difficult dilemma of requesting sick leave due to burnout, a decision that involves medical, legal, and personal aspects.<\/p>\n<p>According to the Annual Report on the State of Mental Health in Spain (2023), 23% of workers show symptoms compatible with burnout, and 9% of them end up needing medical leave. However, many are unaware of when the right time is to request it, what steps they should follow, or whether they are legally protected during this process.<\/p>\n<p>This article aims to guide you step by step if you believe you are experiencing severe professional exhaustion. We will look at what burnout is, its most common symptoms, how to request sick leave, how long it may last, and what rights protect you. In addition, we will discuss how to prevent burnout from leading to medical leave, both on a personal level and from the perspective of companies.<\/p>\n<p>&nbsp;<\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"aligncenter wp-image-88804 size-large\" src=\"https:\/\/hybo.app\/wp-content\/uploads\/2025\/09\/Sindrome-burnout-y-baja-laboral-2-1024x576.jpg\" alt=\"\" width=\"1024\" height=\"576\" \/><\/p>\n<p>&nbsp;<\/p>\n<h2><strong>What is burnout and how does it lead to sick leave?<\/strong><\/h2>\n<p>&nbsp;<\/p>\n<p>Burnout syndrome\u2014also known as the \u201cburned-out worker syndrome\u201d\u2014is a state of physical, emotional, and mental exhaustion caused by prolonged exposure to chronic workplace stress. It manifests when a person can no longer cope healthily with the demands of their professional environment, feeling overwhelmed, demotivated, and exhausted.<\/p>\n<p>Although for years it was not considered a clinical diagnosis, the World Health Organization (WHO) included it in 2019 in the International Classification of Diseases (ICD-11) as an occupational phenomenon.<\/p>\n<p>When this state persists and seriously affects the worker\u2019s mental and physical health, it may be sufficient reason to request medical sick leave. In this case, burnout is not seen merely as emotional discomfort but as a condition that temporarily incapacitates the person from performing their work in a healthy and efficient way.<\/p>\n<p>It is important to note that this is not a \u201cleave due to sadness\u201d or an excuse. Burnout is a medical and legal reality, and if not treated in time, it can lead to more serious problems such as chronic anxiety, depression, or even permanent disability.<\/p>\n<p>&nbsp;<\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-88805 size-large\" src=\"https:\/\/hybo.app\/wp-content\/uploads\/2025\/09\/Sindrome-burnout-y-baja-laboral-3-1024x576.jpg\" alt=\"\" width=\"1024\" height=\"576\" \/><\/p>\n<p>&nbsp;<\/p>\n<h2><strong>Symptoms that often lead to sick leave due to burnout syndrome<\/strong><\/h2>\n<p>&nbsp;<\/p>\n<p>Workplace burnout does not appear overnight. It is a progressive process that gradually deteriorates the worker\u2019s physical, emotional, and mental health until reaching a point where requesting medical leave is not only necessary but essential.<\/p>\n<p>Although each person may experience burnout differently, there are a series of common symptoms that often appear before the need for sick leave due to this syndrome becomes unavoidable. Here are some of the most frequent:<\/p>\n<ul>\n<li>constant physical exhaustion, even after sleeping or resting<\/li>\n<li>difficulty concentrating and making decisions in the workplace<\/li>\n<li>loss of motivation and enthusiasm for work that was once enjoyable<\/li>\n<li>irritability and frustration with colleagues, tasks, or clients<\/li>\n<li>feelings of failure or uselessness, even in the face of objective achievements<\/li>\n<li>sleep disorders (insomnia, nightmares, interrupted sleep)<\/li>\n<li>anxiety and depressive symptoms such as persistent sadness or apathy<\/li>\n<li>recurring physical problems such as headaches, muscle pain, digestive issues, or palpitations<\/li>\n<\/ul>\n<p>When these symptoms become chronic and affect performance and quality of life, it is a sign that we are facing a serious problem that requires medical intervention.<\/p>\n<p>In many cases, the health professionals who attend to workers with burnout are primary care doctors or clinical psychologists, who can initiate the process of requesting medical leave for mental health reasons.<\/p>\n<p>&nbsp;<\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-88806 size-large\" src=\"https:\/\/hybo.app\/wp-content\/uploads\/2025\/09\/Sindrome-burnout-y-baja-laboral-4-1024x576.jpg\" alt=\"\" width=\"1024\" height=\"576\" \/><\/p>\n<h2><\/h2>\n<h2><strong>When is sick leave due to burnout considered a common or occupational contingency?<\/strong><\/h2>\n<p>&nbsp;<\/p>\n<p>Burnout syndrome can lead to sick leave, but it is not always recognized in the same way from a legal and medical perspective. In Spain, this type of leave can be classified as either a <em>common contingency<\/em> or an <em>occupational contingency<\/em>, and the difference is significant: it affects both the administrative process and the financial benefits the employee receives.<\/p>\n<ul>\n<li><strong>Common contingency:<\/strong><br \/>\nIn most cases, when a worker requests sick leave due to burnout, it is processed as a common illness. This means the problem is not directly recognized as a consequence of the work environment but rather as a health issue that may be influenced by multiple factors (personal, family, social, etc.). This is the most common route since burnout is not included in Spain\u2019s official list of occupational diseases, making it difficult to recognize it as an occupational contingency.<\/li>\n<li><strong>Occupational contingency:<\/strong><br \/>\nIn certain exceptional cases, if it can be clearly and thoroughly demonstrated that burnout is a direct consequence of working conditions (for example, workplace harassment, continuous excessive workload, long shifts without adequate breaks, etc.), it may be recognized as a workplace accident or occupational disease. This recognition grants greater benefits to the worker in terms of protection and financial compensation, as well as increased responsibility for the company.<\/li>\n<\/ul>\n<p><strong>What makes the difference between one or the other?<\/strong><br \/>\nThe key lies in medical and documentary evidence. For it to be recognized as an occupational contingency, there must be a detailed report from medical specialists, labor inspections, or collaborating mutual insurance companies proving that the physical, emotional, and psychological exhaustion is directly linked to the work environment.<\/p>\n<p><strong>Relevant fact:<\/strong> According to the Spanish General Council of Psychology, more than 85% of burnout cases are not processed as occupational contingencies, even when the origin is clearly work-related, due to lack of solid evidence and the difficulty of fitting this syndrome within the current legal framework.<\/p>\n<p>&nbsp;<\/p>\n<h2><strong>Steps to request sick leave due to burnout<\/strong><\/h2>\n<p>&nbsp;<\/p>\n<p>Requesting sick leave for burnout syndrome may seem like a complex process, especially given the emotional burden already carried by the affected person. However, it is essential to act in time and know the right steps to protect your mental and physical health while accessing your labor rights. Below, we explain how to do it in Spain:<\/p>\n<ol>\n<li><strong> Recognize the problem and seek medical help<\/strong><br \/>\nThe first step is to accept that you are experiencing a state of physical, emotional, and mental exhaustion that goes beyond normal stress. Some of the most common symptoms include:<\/li>\n<\/ol>\n<ul>\n<li>Constant feelings of tiredness or fatigue<\/li>\n<li>Loss of motivation at work<\/li>\n<li>Insomnia or sleep disturbances<\/li>\n<li>Concentration problems<\/li>\n<li>Persistent irritability or anxiety<\/li>\n<\/ul>\n<p>At the first signs, visit your primary care doctor as soon as possible. They will issue an initial clinical diagnosis and determine whether it is appropriate to process medical leave.<\/p>\n<ol start=\"2\">\n<li><strong> Request the sick leave certificate<\/strong><br \/>\nOnce the doctor confirms that you are presenting a case of severe work-related stress or burnout, they may issue the medical sick leave certificate as a common contingency (in most cases). This document is key for informing your company of your situation.<\/li>\n<\/ol>\n<p>This certificate must be submitted to the company within a maximum of 3 business days, as required by the Spanish National Institute of Social Security (INSS).<\/p>\n<ol start=\"3\">\n<li><strong> Inform the company<\/strong><br \/>\nAlthough it is not necessary to share the exact diagnosis with the employer (due to medical confidentiality), you must provide the sick leave certificate so the company can start the procedures with Social Security and manage your replacement if needed.<\/li>\n<\/ol>\n<p>It is also advisable to notify the HR department if there is a conflictive work environment, excessive pressure, or lack of work-life balance, as this may open the door to reviewing working conditions and preventing future cases.<\/p>\n<ol start=\"4\">\n<li><strong> Medical follow-up and check-ups<\/strong><br \/>\nDuring your leave, periodic medical check-ups will be carried out either by your primary care doctor or by the physician assigned by the mutual insurance company. The goal is to monitor your progress and assess whether you can gradually return to work or if the leave needs to be extended.<\/li>\n<\/ol>\n<p>It is crucial to follow all medical recommendations, including psychological therapies if indicated, to speed up recovery and avoid relapses.<\/p>\n<ol start=\"5\">\n<li><strong> Request a psychological or psychiatric report (if necessary)<\/strong><br \/>\nIn severe or prolonged cases, it may be useful to obtain a specialized evaluation from a psychologist or psychiatrist. This complementary report strengthens the diagnosis and may be essential if you wish to request a longer temporary disability or even a recognition of permanent disability.<\/li>\n<li><strong> File possible claims or request changes<\/strong><br \/>\nIf you believe your burnout originated from abusive working conditions, workplace harassment, or negligence, you can:<\/li>\n<\/ol>\n<ul>\n<li>Request a labor inspection<\/li>\n<li>Contact your union or legal representation<\/li>\n<li>Initiate a legal claim in extreme cases<\/li>\n<\/ul>\n<p>This may help obtain recognition of burnout as an occupational contingency and open the door to compensation or adjustments in your job role.<\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-88807 size-large\" src=\"https:\/\/hybo.app\/wp-content\/uploads\/2025\/09\/Sindrome-burnout-y-baja-laboral-5-1024x576.jpg\" alt=\"\" width=\"1024\" height=\"576\" \/><\/p>\n<p>&nbsp;<\/p>\n<h3><strong>Degrees of disability due to burnout s\u00edndrome<\/strong><\/h3>\n<p>&nbsp;<\/p>\n<p>According to Spain\u2019s Social Security system, there are several degrees of disability that may result from burnout syndrome, depending on the level of impairment and the ability to return to work:<\/p>\n<ul>\n<li><strong>Temporary disability (IT)<\/strong><br \/>\nThis is the first stage after medical leave. It is considered temporary disability if the employee cannot work for a limited time but with the prospect of improvement. It lasts up to 12 months, extendable to 18.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Partial permanent disability (IPP)<\/strong><br \/>\nRecognized when burnout leaves sequelae that reduce work performance by at least 33%, but without completely preventing the person from carrying out their usual profession.<br \/>\n<em>Example:<\/em> a worker who cannot return to leadership, management, or public-facing roles due to anxiety crises.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Total permanent disability (IPT)<\/strong><br \/>\nIn this case, the person cannot carry out their usual profession, although they may perform another different one. It is common in workers who, after severe burnout, cannot return to their original role, as can happen in professions with high pressure or emotional demands.<br \/>\nA monthly pension of 55% of the regulatory base is granted.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Absolute permanent disability (IPA)<\/strong><br \/>\nWhen the degree of impairment is such that it prevents performing any job, not just the usual one. This is uncommon in burnout cases but can occur if severe mental disorders develop, such as chronic major depression or generalized anxiety disorder.<br \/>\nThe pension amounts to 100% of the regulatory base.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Severe disability<\/strong><br \/>\nApplicable if the person needs third-party assistance to carry out basic activities such as personal hygiene or eating. Rarely associated with burnout, unless aggravated by other conditions.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Can an official disability be requested?<\/strong><br \/>\nYes. Regardless of the type of work-related disability, you can also apply for a recognized disability degree (percentage-based) in your Autonomous Community. If burnout has caused chronic functional or psychological impairment, it is possible to be granted a disability degree above 33%, which entitles you to certain benefits:<\/p>\n<ul>\n<li>Tax deductions<\/li>\n<li>Access to protected employment<\/li>\n<li>Social assistance<\/li>\n<li>Workplace accommodations<\/li>\n<\/ul>\n<p>To do so, you must begin the process with your community\u2019s social services, providing medical, psychological, and occupational reports to justify it.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h2><strong>Estimated duration and financial rights during sick leave for burnout<\/strong><\/h2>\n<p>&nbsp;<\/p>\n<p>The duration of sick leave due to burnout is not predefined and depends on the degree of impairment of the worker, the progress of treatment, and medical judgment. In general, this type of leave usually ranges between 1 and 3 months but can be extended if the physical, emotional, or psychological condition requires it.<\/p>\n<p>During medical leave, the worker is entitled to financial compensation:<\/p>\n<ul>\n<li><strong>If it is classified as a common contingency:<\/strong> Payment is assumed by Social Security starting from the fourth day, with 60% of the regulatory base paid from day 4 to 20, and 75% from day 21 onwards.<\/li>\n<li><strong>If it is recognized as an occupational contingency:<\/strong> The worker receives 75% from the day after the leave begins, and payment may be covered by the collaborating mutual insurance company or the employer.<\/li>\n<\/ul>\n<p>It is important to consult a medical specialist and request the sick leave certificate as soon as possible, as this guarantees both financial coverage and legal protection.<\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-88808 size-large\" src=\"https:\/\/hybo.app\/wp-content\/uploads\/2025\/09\/Sindrome-burnout-y-baja-laboral-6-1024x576.jpg\" alt=\"\" width=\"1024\" height=\"576\" \/><\/p>\n<p>&nbsp;<\/p>\n<h2><strong>What legal rights and measures do you have during and after sick leave?<\/strong><\/h2>\n<p>&nbsp;<\/p>\n<p>During sick leave due to burnout, the worker retains all fundamental labor rights:<\/p>\n<ul>\n<li>Retains their job position, except in very exceptional cases of justified dismissal<\/li>\n<li>Cannot be discriminated against or penalized for having requested medical leave<\/li>\n<li>Has the right to continue contributing to Social Security during the period of incapacity<\/li>\n<li>Can access psychological or medical support services funded by the company, the mutual insurance provider, or the public health system<\/li>\n<\/ul>\n<p>In addition, if after the leave the employee is not fit to return to work in the same role, they may request a job adaptation or a change of functions for health reasons, provided it is supported by medical reports.<\/p>\n<p>In extreme cases, if burnout becomes chronic or disabling, there is the option to apply for permanent disability (partial, total, or absolute).<br \/>\nThis request is evaluated case by case by the medical tribunal of the INSS.<\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-88809 size-large\" src=\"https:\/\/hybo.app\/wp-content\/uploads\/2025\/09\/Sindrome-burnout-y-baja-laboral-7-1024x576.jpg\" alt=\"\" width=\"1024\" height=\"576\" \/><\/p>\n<p>&nbsp;<\/p>\n<h2><strong>How to prevent burnout from leading to sick leave<\/strong><\/h2>\n<p>&nbsp;<\/p>\n<p>Preventing burnout from turning into medical leave is not only possible but essential for both the worker\u2019s health and the company\u2019s stability. Prevention starts with awareness of the early signs of physical, emotional, or mental exhaustion.<\/p>\n<p>Some practical actions to prevent it:<\/p>\n<ul>\n<li>Aactively listen to the signals from your body and mind: insomnia, irritability, constant fatigue, or lack of motivation are early signs that should not be ignored<\/li>\n<li>Set clear boundaries between work and personal life: avoid endless workdays and respect digital disconnection times<\/li>\n<li>Organize real breaks during the day, especially when the work is intense or emotionally demanding<\/li>\n<li>Seek professional help in time: talking to a doctor, therapist, or coach can make a difference<\/li>\n<li>Create support spaces within the team to share workloads, ideas, or emotions without judgment<\/li>\n<\/ul>\n<p>From the company\u2019s side, prevention must be part of the organizational culture. Tools like Hybo help design healthier work environments, fostering flexibility, autonomy, and overall well-being.<\/p>\n<p>Prevention is an investment in health, motivation, and workplace sustainability.<\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-88810 size-large\" src=\"https:\/\/hybo.app\/wp-content\/uploads\/2025\/09\/Sindrome-burnout-y-baja-laboral-8-1024x576.jpg\" alt=\"\" width=\"1024\" height=\"576\" \/><\/p>\n<p>&nbsp;<\/p>\n<h5 style=\"text-align: center\"><strong><br \/>\nWhat if you could improve your team\u2019s well-being before burnout arrives?<\/strong><\/h5>\n<p>&nbsp;<\/p>\n<p style=\"text-align: center\">With Hybo, design a healthier, more flexible, and more efficient workplace.<\/p>\n<p><a href=\"http:\/\/hybo.app\/en\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-86715 size-medium\" src=\"https:\/\/hybo.app\/en\/wp-content\/uploads\/sites\/9\/2025\/05\/Soluciones-ing-300x81.png\" alt=\"\" width=\"300\" height=\"81\" srcset=\"https:\/\/hybo.app\/en\/wp-content\/uploads\/sites\/9\/2025\/05\/Soluciones-ing-300x81.png 300w, https:\/\/hybo.app\/en\/wp-content\/uploads\/sites\/9\/2025\/05\/Soluciones-ing-768x207.png 768w, https:\/\/hybo.app\/en\/wp-content\/uploads\/sites\/9\/2025\/05\/Soluciones-ing.png 882w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Chronic exhaustion in the workplace is no longer a taboo subject. The so-called burnout syndrome has gone from being a [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":87162,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[20,24,36,26,38],"tags":[22],"class_list":["post-87160","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-all-hybo-solutions","category-hybrid-work-and-hot-desking","category-visit-management","category-booking-workspaces","category-management-of-incidents","tag-desk-booking"],"acf":[],"_links":{"self":[{"href":"https:\/\/hybo.app\/en\/wp-json\/wp\/v2\/posts\/87160","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hybo.app\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hybo.app\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hybo.app\/en\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/hybo.app\/en\/wp-json\/wp\/v2\/comments?post=87160"}],"version-history":[{"count":3,"href":"https:\/\/hybo.app\/en\/wp-json\/wp\/v2\/posts\/87160\/revisions"}],"predecessor-version":[{"id":87961,"href":"https:\/\/hybo.app\/en\/wp-json\/wp\/v2\/posts\/87160\/revisions\/87961"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/hybo.app\/en\/wp-json\/wp\/v2\/media\/87162"}],"wp:attachment":[{"href":"https:\/\/hybo.app\/en\/wp-json\/wp\/v2\/media?parent=87160"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hybo.app\/en\/wp-json\/wp\/v2\/categories?post=87160"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hybo.app\/en\/wp-json\/wp\/v2\/tags?post=87160"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}