Mental Health at Work: Because ‘Suck It Up’ Isn't a Strategy

This weekend, I steeped myself in the wellness community.

My law partners Steve Sidman and Justin Nahama joined Deepak Chopra’s Sages & Scientists 2024 symposium to learn from entrepreneurs, medical experts, philosophers, and artists to talk about wellbeing and humanity, for starters.

I learned much, and what struck a chord deeply for me was designer Kenneth Cole’s abiding commitment to addressing mental health in the workplace.

In today's fast-paced and ever-evolving work environment, the importance of mental health cannot be overstated.

As Mr. Cole stated, and I have written over the past decade, businesses must be able to recognize the ubiquity of mental health issues, including addiction, and understand their obligations as employers.

The importance of, and business case for, destigmatizing mental health issues, and practical steps employers can take to foster a supportive environment cannot be overstated.

So Many Humans Live With Mental Health Conditions…Including Mental Illness

It’s been a minute since I threw stats at you, gentle reader, on this blog.

I am here to tell you: mental health issues are more common than many realize.

According to the World Health Organization, one in four people will be affected by mental or neurological disorders, ranging from moderate to severe, at some point in their lives.

According to Mental Health America, almost 50% of all Americans will meet the criteria for a diagnosable mental health condition in their lives.

These statistics underscore the necessity for businesses to acknowledge that mental health issues, including addiction, are prevalent among employees.

Businesses ignore this stark reality at their peril.

Doing nothing leads to decreased productivity, increased absenteeism, and higher turnover rates—all factors that cut into an organization’s bottom line in the short and long term.

And, The Law Imposes Obligations On Employers.

Employers have a legal responsibility to support employees facing mental health challenges.

For companies with fifteen (15) or more employees, the Americans with Disabilities Act (ADA) requires employers to provide reasonable (i.e., effective) accommodations to employees with mental health conditions. (State and local laws often protect employees working for smaller employers.)

The term “reasonable accommodations” gets bandied about a lot. It’s often misunderstood.

A reasonable accommodation is simply a change to the way an employee performs their job.

Accommodations may include flexible work schedules, modified job duties, modifying policies (yes, like those attendance points or start of a work day), or providing access to mental health resources.

And there are many more! If you get stuck, the website JAN provides an extensive list of accommodations for employees who suffer with mental health issues including additional time to learn new tasks, time off for therapy, frequent breaks, and checklists.

The ADA requires employers to engage in an interactive process with an employee to determine if there are reasonable accommodations that can help an employee with a mental health impairment perform the essential functions of the person’s job as long as such accommodation does impose an “undue burden” on the employer.

During this process, an employer may request and obtain information about how the disability affects the employee’s ability to do the job.

Like so many things in life, open and ongoing communication is key to an effective interactive process.

It’s So Important to TALK About Mental Health.

Even at work.

Why?

Aside from the legal reasons, talking about mental health at work can have a profound impact on reducing stigma and promoting an organizational culture of support rather than struggling in silence. Employers can facilitate destigmatization of mental health struggles by:

• Leading by Example: Leaders should openly discuss their own experiences with mental health to normalize the conversation. Talking about anxiety, depression, PTSD, or other mental health conditions enables leaders to connect with their employees on a more authentic level.  

• Providing Resources: Offer resources such as Employee Assistance Programs (EAPs) and mental health workshops.

• Creating Support Networks: Establish peer support groups where employees can share their experiences and offer mutual support.

• Education and Training: Provide training for managers and employees on mental health awareness and how to support colleagues.

  Managers, at least 1 in 4 of your direct and dotted line reports and rank and file employees are suffering with, just diagnosed, developing, or, in many cases, worsening mental health issues. Or they have a family member who is going through a time.

• Open Communication: Encourage open discussions about mental health and create a safe space for employees to share their experiences.

• Supportive Policies: Implement policies that support mental health, such as flexible working hours and access to counseling services.

People spend SO MUCH of their lives at work. It’s time to bring wellness to work.