With only 58 percent of workers in the US reporting that they would feel comfortable talking to their employer about a mental health issue, living and working with a mental health condition can be an isolating journey. The stigma, myths and misperceptions around mental illness, as well as concerns over job security, can make it difficult for workers to talk openly about their mental health challenges and to request help when it’s needed.
Sometimes a person's mental health issues can substantially limit one or more major life activities, including their work. In these cases, the individual can be considered to have a disability and as such has certain rights under the American with Disabilities Act (ADA).
They have a right to privacy, where they can choose whether or not to tell the employer about their disability. More importantly, they have a right to job accommodations to help them work effectively and productively with their mental health disability. Employees are also protected against job discrimination; they can’t be fired, demoted or denied training if the employer believes they have a mental disability.
Nearly two-thirds of workers in the US have a moderate (41 percent) or high (22 percent) risk of experiencing a mental health issue. Despite its prevalence, there are still myths and misperceptions surrounding mental illness, fueling non-supportive and insensitive workplace environments, and preventing employees with a disability from effectively doing their work.
For example:
| Myth | Fact |
| Individuals with mental health conditions cannot work in stressful or demanding jobs. | Many individuals with mental disabilities can and do work effectively. How the condition impacts work life varies considerably and there is no “one size fits all.” |
| Individuals with mental health conditions cannot work until they are completely recovered. | Workplace accommodations enable many with mental disabilities to work effectively with their disability. |
Given the facts, it’s time that organizations create a workplace culture that dispels the myths around mental illness, resolves the barriers that prevent struggling employees from asking for help, and enables workers with a mental disability to effectively do their jobs.
Developing a psychologically healthy work environment also has economic implications for the company. “Employee mental health and productivity go hand in hand and treatment availability can translate into organizational success in many different ways,” says Ann Kuzee, Senior Legal Counsel for TELUS Health Absence and Disability Management. “When you consider the costs associated with disability claims, absenteeism and lost productivity, it’s clear that organizations need to find solutions to mitigate a health problem that is pervasive in so many American companies.”
Organizations that develop their capacity to respond effectively to mental health issues can fully leverage their talent pool and create a workforce that is engaged, loyal and productive. It’s the right thing to do for employees and the company.
It’s also a matter of legal compliance under the Americans with Disabilities Act (ADA), which gives civil rights protections to employees with a disability.
The ADA prohibits discrimination against individuals with physical or mental disabilities, and mandates employers to make reasonable accommodations for them. Defined as adjustments or modifications, these accommodations will vary depending upon the needs of the individual.
Reasonable accommodations may include:
If an employee’s accommodations needs are not clear, an interactive process may be required, where employees with disabilities and their employer work together to come up with the appropriate accommodations.
It’s important to recognize that making an accommodation request can be particularly challenging for people with a mental health condition. It may take weeks or months to feel strong enough to approach a manager, and by that time their job performance may already be impacted.
“Employees are more likely to come forward if they feel safe, respected and seen,” says Kuzee. “That goes back to building a culture of care, from the top down. Company leaders, HR managers, people-leaders and supervisors all play a critical role in creating an inclusive workplace that is psychologically healthy and creates a path to meaningful recovery.”
Implementing a mental health model can help ensure employees are supported at every stage of their journey with a mental health condition:
A healthy culture nurtures a healthy workforce. When employees are mentally healthy, they are more likely to be engaged, loyal and productive, which can lead to better business outcomes and long-term success.