Mental Health Is Serious Business
Mental health issues are real and they are quite common. They are the second-leading cause of absenteeism in the
workforce, and one in five people say they have experienced mental health issues within the last month,
according to researchers at Harvard Medical School. Anxiety disorders affect around 6% of the U.S. population at
some point in life, but those disorders go undiagnosed, on average, for 5 to ten years; and 6% of employees
experience symptoms of depression in any given year.
When left untreated, mental health issues lead to increased absenteeism, decreased productivity, safety
concerns, higher employee turnover, lowered employee morale, and increased risk of other illness.
Is it the "Holiday Blues" - or Something More?
Although the holiday blues can be experienced by anyone, according to the National Alliance on Mental Illness, 64% of people living with mental illness
experience significant stress at the close of the year.
It is important to help employees address their mental health, especially during the holidays. The first step in
providing support is to know the signs of anxiety, depression and substance abuse. Every situation is unique,
but the most common signs include:
Stay Focused on Performance
It is natural to want to diagnose people with mental health issues if they display any of these symptoms, but
unless you are a trained mental health professional, you are not equipped to provide a diagnosis. Rather than
acting on assumptions or slapping labels on struggling employees, sit down with them and talk about the
performance issues you see that stem from those symptoms.
Dealing with performance issues can be tough even when someone is not struggling with anxiety or depression. It
gets even more delicate when you suspect someone is having a mental health challenge. Use these tips for a
constructive, yet supportive conversation:
Mental Health Conditions Are Protected
Mental health issues are not controllable. A person struggling with anxiety, depression or other issues cannot
simply snap their fingers and "get over it," just as someone struggling with a health issue cannot simply will
themselves to be healthy. In recognition of this fact, there are legal protections for people struggling with
their mental health and it is important for supervisors, managers, and leaders to get educated on the legal
considerations.
Mental Health and the ADA
Supporting Mental Health in Your Workplace
Mental health conditions are covered under the Americans with Disabilities Act. As such, large companies
will be
required to provide employees with reasonable accommodations including flexible hours during treatment and
recovery, time off for doctor's appointments, leave for hospitalization, and frequent performance feedback.
Your Human Resources department should be well versed on ADA accommodations, and managers should receive
training on the ADA, as well.
Mental Health Parity
The Mental Health Parity and Addiction Equity Act requires group health insurance issuers to provide
non-restrictive access to mental health treatments. This means that insurers cannot treat mental health,
behavioral health or substance abuse disorders any differently than other medical benefits. Copays and
deductibles should apply to mental health treatment in all group plans that cover 50 or more
employees.
Many employers have wellness programs that support employees' physical health, but those programs often ignore
mental health concerns. Mental health should be just as important as physical health, as they are tied together
for many people. Mental health issues can lead to unhealthy weight gain or loss, smoking, substance abuse,
cardiovascular issues and more. Conversely, physically healthy people are much more likely to be mentally fit as
well. Regular exercise and healthy eating habits can help reduce stress, anxiety, and depression.
Therefore, wellness plans can also be used to address mental health. These programs offer incentives for annual
checkups, preventive care, and even gym and fitness programs.
If you can't create a mental health wellness program, you can still provide support. Post mental health
information in the company break room along with other safety and workplace posters. Include community mental
health resources, suicide prevention hotlines, and post the signs of mental illness so employees can learn what
changes and signs to watch for in themselves and their co-workers. Some useful resources for employers include:
Tips for the Holidays
There are simple things you can do to help keep employees engaged and focused if they are struggling with the
holiday blues or even something more serious. Help your team manage stress by:
Don't Keep It in the Shadows
Despite recent shifts in attitudes about mental illness and better outreach and education programs, there is
still a stigma associated with mental health concerns. The best way to handle mental health issues in the
workplace is to shine a light on the commonality of these issues and provide ample resources for those who may
want or need help.
Include discussions of mental health in employee onboarding and training programs, and have the HR department
conduct occasional mental health seminars for managers. Often, simply by talking about these issues openly,
employees will recognize signs in themselves and will feel more comfortable addressing their struggles.
Ah, the holidays. It's supposed to be the most wonderful time of the year and for many employees, it is. For
others, however, this time of year can intensify stress and anxiety.
While some of the "holiday blues" - the natural stress and anxiety of the holidays - is normal, some employees
struggle with something much deeper. Use these tips to identify when an employee is managing typical holiday
stress or when something much more serious might be going on.