How to Support Employees with Mental Health Struggles

Stress, overwhelm, and anxiety affect many workers. In SHRM’s Employee Mental Health in 2024 Research Series, 30% of survey respondents said they are stressed, 26% said they feel overwhelmed, and 22% are anxious.  

When employees share their mental health concerns at work, HR’s first step should be to show support and listen attentively. Far too often, mental health is not taken as seriously as physical health, even though mental illness can be debilitating. It’s important to dedicate time to understanding employees’ concerns and then encourage them to take advantage of resources, such as a company’s employee assistance program (EAP), job accommodations under certain laws, dedicated mental health days, or other relevant leave options.

Employees are often unaware of many benefits available to them through work, and they also probably aren’t as familiar with employment laws and policies as HR or management. By sharing all available options, you empower employees to choose what works best for them. 

However, individual needs can vary, even when employees are experiencing similar conditions or situations. For example, one person might require time off, while another might need another accommodation, such as coming in late, to perform their job duties effectively. 

If leave is necessary for medical care or recovery, employees may be eligible for protection under the Family and Medical Leave Act (FMLA) and/or the Americans with Disabilities Act (ADA).  

When an employee shares medical information, including about mental health, an employer is put “on notice” — meaning they now have an obligation under the law to address the situation — and signals the possibility of coverage under these federal laws. Notice may also trigger applicable state and local laws or company policies, such as paid or unpaid leave, paid time off, and sick leave.

Not every situation requires leave. Instead, reasonable accommodation — such as extended deadlines, a low-stimulation workplace, or additional breaks — might be a better solution. In cases where the ADA applies, employers have an obligation to begin the “interactive process,” which may involve requesting a medical certification that identifies the type of accommodation needed. Utilizing resources such as the Job Accommodation Network (JAN), a source of free, expert, and confidential guidance on workplace accommodations, can help identify practical solutions.

Sometimes, all an employee needs is someone to listen. However, it’s wise to suggest that they also consult a trained mental health professional. HR may recommend an EAP, which many employees may not have used before or may wrongly assume is unaffordable or even unhelpful. It’s important to be ready to provide clear information about the services available, as well as what costs will be covered by employees’ benefits coverage. 

Finally, HR should touch base frequently with all employees to stay aware of their changing needs. Anyone may face life changes or stressors that make professional mental health support beneficial. Helping workers maintain their emotional well-being is ultimately key to a healthy and productive workplace.

Member Resource: Creating a Mental-Health-Friendly Workplace