In the last 2+ years, I double-hatted (or triple some times!) due to resourcing. Above increased work responsibilities, I’m also a sole caregiver for my aged parents (mum with dementia). Over a long period of time, I experienced burnt out and was dignosed by a psychologist with anxiety disorder. In fact, I recalled my overall temperaments were bad at home for awhile before my symptoms with panic attacks appeared in Dec ‘24. The stress at work changed my tempers as I dealt with my mum and I realised this needs to be fixed. In July (after multiple back and forth), I managed to get my request put through to be out of office between July to Nov ‘25 (partially covered by clearing my annual leaves). This whole process took over 2M to get approved. During my break, I had to deal with multiple admin on leaves and today, my boss sent me a text message that I’ll need MC to cover my unpaid period (Oct to Nov). This came as a shock as it was not communicated when the sabbatical was approved. By giving this short term update, it means I had to disrupt and return back to work following Monday (giving less than a week notice on this unexpected change).
As much as the society emphatized mental wellness (so did my company campaigned mental health as priority), I’m afraid I see the contradiction. I had been seeing a counsellor and I had been seeing a GP for fluoxetine to manage my fight/flight attacs. As GP will not be able to cover me with MC for close to 8 weeks (balance of my break). I’m now stuck and to be honest very upset. I was progressing well (with a lot of efforts on my part) towards recovery, phasing myself back to crowds and not worrying of another attack when I’m out. However, this sudden/new requirement is uncool to raise. What should I do to get certification to cover me for my balance of sabbatical leave. FYI, my counsellor whom I’ve been seeing in March did provide a letter to support the need of a 4M break. It was deemed un-official from HR because they are not medical professionals. That said, I want to highlight my counsellor is certified and a renowned centre which government subsidized for counselling.
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Dear @user0781
Thank you for writing in and sharing what you have been going through. It is indeed a lot. Juggling multiple hats at work, caregiving for your mum with dementia, reaching a point of burnout and anxiety, and then fighting hard to secure a recovery break that took months to approve is very very tough. Please give yourself a big pat on your back for your immense strength in this arduous journey. This sabbatical was meant to be pivotal for you in recovering, recharging and restarting. Hence, it’s very understandable you’re feeling upset and “stuck” now that HR has suddenly added a requirement that wasn’t there before.
Please do not be discouraged. May I gently suggest some practical steps and perspectives you can consider:
a)Write to HR formally (email) to document that the original sabbatical approval did not mention the need for MC. Explain that you have already submitted a counsellor’s supporting letter from a government-recognised centre. Request that HR specify clearly what format of documentation is needed (psychiatrist’s MC, GP referral, etc.). This keeps the record transparent and protects you if there are disputes later.
b)I believe the counsellor’s letter has weight but isn’t accepted as an “MC” (medical certificate) because in most workplaces only a medical doctor (GP or psychiatrist) can issue documents that HR treats as official. However most GPs usually cannot issue long term MC. Consult the GP on your current mental health challenges so that he / she can help you with a short term MC first and request him/her to refer you to a psychiatrist for further treatment.
c)speaking to a union representative may help you navigate next steps, as they are well versed in fair employment practices and legal redress channels in dispute cases.
d)contacting TAFEP for advice on workplace matters
Your mental health and recovery is a priority; and you should not be faulted for it. Please do consider the above suggestions and continue reaching out for support. You matter. 
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Dear @CaringBee, I really appreciate your replies and how you’ve help me compartmentalize my thoughts and options. It had been a nasty past few days and I’m discouraged that I feel anxiety taking over me when it had not for past two months when I was making efforts to heal. To be honest, last night hits me so hard that I feel extreme fatigue, racing heart beats and more constant googling for answers. I’m not sure if I slept but I recalled I did and still waking up like I had a long night! I’ve checked my employee’s handbook and it was not mentioned a medicate certificate is needed to support unpaid leave. It was mentioned leader’s approval and proof to support reasons. I’m unsure if I have enough time to get an appointment with psychiatrist as this news came unexpectedly mid way through my break and when my unpaid leave kicks in. Also I fear to reach out to authorities as it will affect my job. As much as we campaign mental wellness, I just feel that the stigma is still so strong and people are doubting the need to recover from mental breakdowns.
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Dear @user0781
Thank you for the updates and I am sorry to hear about the distress the company’s sudden demand is causing you. It does not seem like a good employment practice.
Well done for proactively checking the conditions for approval of unpaid leave stated in the employee handbook. Yes, there seems to be inconsistency in how these rules are being applied in your case.
If possible, I suggest you can write to HR, attaching the excerpt from the handbook. You could also attach the letter that was sent to you earlier this year which stated your unpaid leave was approved. I think you are fully justified to ask for clarification.
Understandably you are feeling anxious as you applied for this much needed break to fully recover and currently not in an optimal state to return to work. Your mental health is a priority and your needs to rest and recover are real.
Just to also share, my experience is that approaching TAFEP would not jeopardise our career as they are respectful of employee concerns and need for confidentiality. TAFEP officers are well versed in employment issues and laws, can provide objective assessment of issues and guidance on future steps. Do continue reaching out here for support, too.
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