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In his somewhat ambitious sounding 1884 essay “What is an emotion?”, philosopher and psychologist William James, regarded by many as the founder of American psychology, argued the case that emotions are inextricably linked to bodily responses.
Physiological changes are the raw material of emotion, he proffered, to which the brain then assigns meaning, like fear, surprise, or excitement.
Numerous studies have suggested that the heart is indeed capable of sending fear-inducing signals to the brain. But because the connection between the heart and brain is a two-way street, it’s difficult to determine exactly what is driving what.
“Is the emotion what causes the heart rate to change or is [the emotion] a consequence of the changing heart rate?”, asks Sarah Garfinkel, a cognitive neuroscientist at University College London.
Those who have loved and lost and are (temporarily at least) fully in the ‘never loved at all’ camp when it comes to which side of that old adage they have a preference for, will be able to express exactly what it was that caused the change in their heart rate and it’s usually the behavior of their former opposite number.
The data on break-ups and work
Most of us have been on the wrong end of break-up. In fact, there’s rarely a right end.
Heartbreak is a unique, personal, experience that can be debilitating to many in both the short and long term. Trying to maintain normal service when your thoughts and feelings are very much focused on revenge, comfort eating and tequila is difficult. Work is the often last thing you want to be thinking about.
The flip side to that of course, is that many people deal with it by ‘keeping busy’ and throwing themselves into their work. But that is often unsustainable and can lead to eventual burnout. So, what’s the answer?
A new national survey from resume template service, Zety, says that one in three US workers have called in sick or used vacation time to recover from a romantic breakup.
Breakups are affecting productivity, engagement, and attendance, often without formal policies or open conversations. While the concept of ‘heartbreak leave’ - formal PTO to recover from romantic loss - may sound unconventional, data suggests employees are doing it anyway, taking time off after breakups, just quietly and without support.
“Breakups are one of the most common forms of personal grief, yet employees are often expected to perform as if nothing happened,” says Jasmine Escalera, Career Expert at Zety.
Turning workforce data into early warnings for high-cost employees
“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.”
Breakups are already disrupting work
Here’s the facts. Some one in three workers have called in sick or used PTO to recover from a breakup, with men and younger employees being more likely to take time off.
And even when they turn up for work, your heartbroken colleague may not be fully on their game. Some 43% say their workplace productivity suffers, while 38% report lower motivation and engagement.
A third of workers questioned in survey believe employers should offer ‘heartbreak leave’, with 40% saying they need at least three days of paid time off after a breakup.
Flexible support is also key. Remote work days are most helpful after a breakup, say 31%, while 23% would prefer adjusted deadlines or workload.
The effects of heartbreak ripple through the workplace. According to the survey of 1,020 US 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%).
Gen Z workers are most likely to take time off (47%), followed by Millennials (45%), Gen X (31%), and Baby Boomers (11%).
With Valentines day looming, it’s a timely topic to give thought to.
Kate Palmer, COO at HR specialist Peninsula, says: “With Valentine’s Day falling on a Saturday this year, it’s unlikely that many employers will see increased absences on the day, but that doesn’t mean they can relax entirely. While it may be a love-filled weekend for some, others could feel lonely, disappointed or – worst case – heartbroken, all of which can have an impact on the workplace come Monday morning. And if both parties work together, it can be even more complicated.
Whether to allow relationships between colleagues is another can of worms, but there’s clear evidence employees favor some form of policy that allows a little time for self-care while experiencing emotional trauma.
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