In a corporate world driven by deadlines, KPIs, and relentless hustle, one Chinese businessman is daring to ask a radically simple question:
“What if we let people rest when they’re unhappy?”
Meet Yu Donglai, a Chinese retail magnate who is reshaping work culture in the most unexpected way—by offering his employees up to 10 paid “Unhappy Leave” days every year. His policy states:
“If you’re unhappy, please don’t come to work.”
This initiative has gone viral across China and beyond, not just because it’s rare, but because it’s redefining what compassion and productivity look like in the 21st-century workplace.
The Policy: Paid Time Off for Feeling Emotionally Low
Yu Donglai’s company—known for its progressive employee benefits—has now officially adopted an “Unhappy Leave” policy that lets workers take paid time off specifically for emotional distress or burnout, no doctor’s note required.
Key features include:
- Up to 10 additional days off per year, separate from vacation or sick leave.
- No explanation required beyond stating emotional unwellness.
- Complete pay protection during these days.
- Open to all employees, regardless of rank or department.
The company’s internal communication around the policy says:
“Everyone has the right to feel unhappy. We’re human first. If you can’t bring your full self to work, take care of yourself first—we’ll be here when you’re ready.”
Who Is Yu Donglai?
Yu Donglai is the founder and CEO of a Chinese retail conglomerate widely regarded as a pioneer in employee-centric practices. He’s gained national fame in China for prioritizing work-life balance over traditional corporate rigidity.
Among his previously implemented policies:
- 7-hour workdays
- Full weekends off
- Up to 40 days of paid annual leave
- 5-day paid break during Lunar New Year (on top of national holidays)
- A certification program that allows even janitorial staff to earn up to 500,000 yuan ($70,000 USD) annually
“A company’s biggest asset isn’t its product. It’s the people who create it,” Yu has said.
His approach directly challenges China’s notorious “996 work culture”—working 9 a.m. to 9 p.m., 6 days a week—a system criticized globally for damaging mental health and personal wellbeing.
Why It Matters: Mental Health at the Forefront
In most countries, mental health remains a taboo topic, especially in the workplace. Paid leave is usually reserved for physical illness or vacation, while stress, depression, anxiety, or emotional fatigue are often silently endured.
Yu Donglai’s policy legitimizes emotional well-being as a valid reason for absence, which:
- Reduces stigma around mental health in the workplace
- Encourages self-awareness and self-care
- Fosters a culture of trust and empathy
- Potentially prevents deeper burnout or employee turnover
This approach sends a clear message: mental health deserves the same respect and protection as physical health.
The Cultural Shift: Why This Is So Revolutionary in China
China has long been known for a high-pressure work environment. From grueling tech jobs to factory floors, the prevailing cultural ethos often revolves around:
- Hardship = honor
- Rest = weakness
- Mental health = personal problem
This deeply rooted mindset is being challenged in recent years by:
- Rising burnout among young professionals
- Increased mental health crises on university campuses
- Tragic cases of suicide or collapse from overwork in public view
Yu Donglai’s “Unhappy Leave” policy directly opposes the toxic productivity mindset and offers a model of compassionate capitalism.
“In today’s world, treating employees well is no longer optional—it’s strategic,” said a Beijing-based HR analyst responding to the policy.
What the Data Says: The Business Case for Empathy
Far from being just a “feel-good” move, offering emotional wellness leave can actually boost company performance. Here’s why:
- Companies with high employee well-being report 23% higher profitability.
- Employees who feel cared for are 87% less likely to leave their job.
- Burnout costs the global economy over $300 billion annually in lost productivity.
And importantly:
- Presenteeism (being at work but mentally checked out) is estimated to cost more than absenteeism in most companies.
By encouraging employees to stay home when emotionally unwell, companies may actually preserve productivity and creativity in the long run.
What Workers Are Saying
Reactions among Chinese social media users have been overwhelmingly positive. Posts on Weibo and WeChat have called the move:
- “Revolutionary”
- “The kind of leadership we need”
- “Proof that not every boss is just about numbers”
One employee anonymously said:
“I used one day of unhappy leave after losing a family member. I didn’t have to explain myself. My manager just said, ‘Take what you need.’ That trust changed how I see this company.”
Another employee mentioned they used the time to decompress after a particularly stressful week:
“Sometimes, it’s not depression or trauma. It’s just burnout. Knowing you have the space to rest makes all the difference.”
Could This Go Global?
While Yu’s policy is rare—even in progressive workplaces—it reflects a growing global shift in how companies view employee wellness.
Some notable examples:
- Volkswagen in Germany restricts work emails after 6 p.m.
- Basecamp in the U.S. banned internal group chats to reduce burnout.
- Nike gave all employees a “mental health week” off in 2021.
- In Japan, some firms allow “heartbreak leave” after breakups or divorces.
However, Yu Donglai’s policy is arguably the first structured, scalable “unhappy leave” plan ever announced in the private sector.
The Challenges Ahead
Of course, not everyone is convinced. Critics point out:
- The policy could be misused, especially without formal oversight.
- Smaller businesses may struggle to absorb the cost of additional leave.
- The definition of “unhappy” remains subjective, making HR management tricky.
But Yu Donglai isn’t fazed. In his words:
“If we can’t trust our employees to tell the truth about how they feel, the problem isn’t the policy—it’s the culture.”
What It Signals: The New Era of Employee-Centric Leadership
In a world where burnout is normalized, where “hustle culture” glorifies exhaustion, and where empathy is often seen as a weakness, this policy stands out like a beacon.
Yu Donglai isn’t just offering a new benefit. He’s offering a new philosophy:
- That humans aren’t machines.
- That emotions are part of the workplace.
- And that trust breeds loyalty and excellence.
If this movement gains traction, we could be looking at a future where “mental sick days” become the norm, not the exception.
Conclusion
The “Unhappy Leave” policy is a bold step in reimagining what work can look like—one where empathy isn’t a perk, but a principle.
Yu Donglai’s message is clear:
You don’t need to be productive every day to be valuable. You just need to be human.
And that might just be the most radical business idea of the decade.
