By Moryt Milo
Mental health in the workplace, it may be invisible but it’s always there. An employer’s level of transparency and support on the topic can mean the difference between a productive, healthy environment or one where employees may struggle to do their jobs.
On a global level, the World Health Organization (WHO) reported in 2023 that $1 trillion is lost annually due to a decrease in productivity associated with mental health concerns. This could be caused by any range of issues including family problems, substance use, or financial difficulties.
“Workplace mental health is quickly becoming an imperative topic,” Tiffany Austin, NAMI-Santa Clara County Community and Media Liaison, said in a March 11 presentation.
A NAMI 2024 workplace mental health poll found that 74% of employees agree it’s appropriate to talk about mental health at work. The number, however, drops to 58% when it comes to sharing concerns about their mental health while on the job. It might be driven by fear of retaliation, discrimination, stigma, or an uncertainty as to where the boundaries lie regarding disclosure.
“When it comes to actually [opening up], doing it is kind of hard. How do we do that?” Austin said. “We don’t want to be judged or say something wrong.”
This is where an employer’s culture can make the difference. Do they have a mental health plan enabling employees to feel comfortable speaking confidentially to a manager? Does the company offer mental health days in addition to vacation days? Some employers have an Employee Assistance Program (EAP) that provides an array of confidential services, including therapists to talk with about mental health concerns. This information should be part of the onboarding process, so employees know their employer understands mental health is as important as physical health and has created a culture of caring.
That culture also extends to how language is used. Avoiding expressions like the weather is really bipolar today, or that a person’s response was insane or crazy, moves the workplace environment away from systemic beliefs about mental illness. If bipolar weather is changed to wild weather or a person’s behavior was surprising instead of insane, those embedded phrases could eventually be eliminated from the lexicon.
When these actions are taken, the economic value of a company grows because its employees feel mentally healthy, safe, and valued, Austin said.
This was validated in the NAMI poll, where 92% of employees said access to mental health care was very important.
On the flipside of the equation, employees can also help each other in the workplace without being intrusive. If a worker notices a colleague appears to be unfocused, anxious, irritable, or withdrawn, the person might gently ask if they can talk privately, while respecting boundaries.
Offer to listen and be empathic. Suggest some resources like the NAMI helpline or 988 for crisis. Let employees know they are not alone. Mention their employer’s available mental health services if applicable. But don’t try to diagnose or act like a therapist. The goal is to support if the person is receptive.
A healthy relationship between employer and employee has proven over time to bring economic success to a business and an employee who doesn’t burn out and looks forward to coming into work.
To watch the full presentation click here.
