The Mental Health Toolkit Every Workplace Needs

How often does your team discuss mental well-being?

If it’s been a while — or perhaps has never happened — now is the time to start having those difficult, but necessary conversations. The workplace can still remain professional while discussing mental health; it also is one of the most important environments to start mental health conversations in.

Besides, not supporting mental health efforts can be a costly mistake for companies.

Annually, mental health conditions cost employers more than $100 billion. When you factor in lost workdays, that’s about 217 million days, according to the National Alliance on Mental Illness.

Research also shows employees need help finding the right type of mental health help.

Around 85% of employees’ mental health issues are undiagnosed or untreated, according to the National Alliance on Mental Illness. That may be in part due to the stigma that surrounds mental illness and that some individuals don’t know where to start searching for help.

That’s why it’s essential for employers to encourage the discussion of mental health in the workplace. Aside from making your company a healthier place to work, it has a domino effect on your employees both inside and outside of work. Better mental health means more confidence, energy, productivity, and overall happiness and well-being.

Who wouldn’t want that for their employees?

The pandemic shed light on the fact that more people are experiencing mental health issues like depression and anxiety for the first time in their lives. Between economic uncertainty, COVID-19, and job losses, it’s been a trying time mentally for many individuals.

Even the most balanced employees are struggling. Social isolation and disconnect from normal everyday activities have disrupted life and wellness on numerous levels. The way we connect with community, family, and the world around us has changed tremendously. Adapting to the new normal has been a struggle, an issue not everyone wants to discuss.

That’s why it’s important for employers to step up and recognize the need for mental health conversations in the workplace.

We’ve put together a toolkit for employers to better understand the impacts of mental health on the workplace. You’ll find best practices, mental health facts and data, tips to share with your team, and more. Try these tools with in-house and remote teams to continue developing and adapting your wellness culture during uncertain times.

Table of Contents

What is Mental Health and Why Does it Matter?

As defined by The US Department of Health and Human Services: “Mental health includes our emotional, psychological, and social well-being. It affects how we think, feel, and act. It also helps determine how we handle stress, relate to others, and make choices.”

Although it isn’t talked about as openly as physical health, mental health plays a key role in overall well-being. If your employees aren’t taking care of their mental health, it’s likely they may not be taking care of their physical health, either.

Solid mental health is tied to certain factors that help a person feel balanced overall. Those include a community built on strong relationships, good health, a feeling of purpose, and a safe home.

Employers can offer employees an opportunity to keep mental health in check just as they do with physical health support. By providing tools, resources, appropriate mental healthcare, and a supportive working environment, employees can feel safe in getting the help they may need.

Mental Health and the ADA

As an employer, it’s important to know what classifies as a mental illness. Sometimes, you’ll find “mental illness” and “psychiatric disability” used interchangeably. Mental illness covers a range of emotional and mental health conditions. Psychiatric disability is a term used mostly in legal or policy text when referring to what’s covered under the ADA.

Examples of psychiatric diagnoses include:

  • Depression
  • Schizophrenia
  • Anxiety disorder
  • Bipolar disorder
  • Attention deficit/hyperactivity disorder (ADHD)

It’s important to note that not all employees with a psychiatric disability will need accomodations. However, just like you would accommodate someone with physical or communication disabilities, it’s to the benefit of companies to also have a solid written policy for those with psychiatric disabilities.

Rights Under the ADA

Two rights under the ADA apply to both employees and applicants with psychiatric disabilities. The first is a privacy right. These individuals have a right to privacy and don’t need to disclose their disability, except when requesting accommodations. Secondly, the individual also has a right to accommodations unless it causes hardship on the employer.

Laws On Disclosing a Mental Health Issue 

Employers can’t require anyone on their team to disclose health issues like psychiatric disabilities unless they need medical documentation for an accommodation. Employers also can’t deny training opportunities or not hire a qualified applicant because they believe they have a mental health condition.

A few other important notes on disclosure:

Sharing isn’t mandated
With a few exceptions, employers can’t request applicants or employees to share if they have a psychiatric disability.
Job offers
Medical exams are often a part of today’s hiring process. If an exam reveals a psychiatric disability, the job offer can’t be withdrawn unless there’s sufficient proof the person can’t do the essential duties of the job; may pose a safety concern, or can’t be reasonably accommodated.
It’s confidential
If an employee or applicant chooses to share their psychiatric disability, it’s considered medical information that can’t be shared.
fmla

A Note About the Family Medical Leave Act (FMLA)

Due to psychiatric disabilities, individuals may need an extended amount of time off to handle a mental crisis. This is when the Family Medical Leave Act (FMLA) kicks in. This law allows employees to take up to 12 weeks of unpaid time off to care for a health issue or to care for a sick loved one. This law ensures that employees can take the time off they need while securing their job and benefits. Only employers with more than 50 employees need to adhere to this law. Individuals must have worked for the company a minimum of a year, too.

Additional Resources About Job Accommodations and FMLA

Resources for Your Team

Where Can I Find More Resources?

Each of these websites has a variety of tools, articles, and educational materials on mental health. Most also have information about where to reach out for confidential help. Share these with others on a regular basis. You never know when they may need access to useful information during a mental health crisis.

Unique Self-Care Resources to Explore