How often have you gone out of your way to avoid showing any sign of mental health issue at work, such as racing to the bathroom for privacy when you feel an anxiety attack coming on? Mental health still carries a stigma that’s often perceived as a weakness in the workplace, and the symptoms are then kept under lock and key—despite the fact that one in five people experience them.
Discrimination in the workplace based on mental health conditions is, of course, illegal, but that doesn’t mean it’s easy to share such personal details with a boss or coworker. However, part of creating an ideal work environment for yourself just might mean opening up and sharing your experience.
The Legalese
The Americans with Disabilities Act covers both mental and physical impairments, and this means that employees have no obligation to tell employers about a mental health disorder unless they’re asking for reasonable accommodation. That accommodation—which is a legal right for workers—must be granted unless it creates an “undue hardship” for the employers. Potential accommodations could be arranging a quiet workspace for someone with sensory issues or altering a work schedule to accommodate therapy appointment for someone with Post-Traumatic Stress Disorder.
It’s important to know that once the condition is disclosed, an employer has the right to ask questions and require medical documentation—but any information gleaned must be kept confidential. If an employer rejects a job candidate or fires an employee, they must have objective evidence that the person is incapable of doing the job’s necessary duties.
Speaking Up
The right time to disclose a mental health condition to an employer depends on a variety of factors: First, are you feeling well? The right frame of mind can help you feel calm and focused when sharing personal information. Second, does divulging serve a purpose? There are reasons to share, such as requesting accommodations, and there are reasons to stay silent. Finally, do you feel ready? It’s a personal decision.
Consider your relationship with your employer to determine if you should talk to your immediate supervisor or having a conversation with human resources first. After all, the HR department is schooled in both the company policies and the laws that protect you.
Not a single person is responsible, on their own, for destigmatizing mental illness. However, being willing to open up and talk about it—even if delicate situations, such as in the office—can go a long way in making the conversations much more commonplace.
Tips for Employers
As an employer, it’s likely that at least one of your employees—or many more—deals with a mental health disorder on a daily basis. Creating an environment that allows an employee to feel like their mental health isn’t a liability is not just about complying with the law or being “nice,” but rather about optimally leveraging the talent of your employees and allowing them to shine to the best of their abilities. One of the most effective ways that an employer, boss, or supervisor can create a culture of understanding in the workplace is to open up about their own mental health struggles and encourage employees to come to talk when and if they feel comfortable. If an employee does choose to speak up, here’s what to do:
Listen, don’t judge.
When an employee comes to you, don’t make any assumptions about the situation. Listen to what they have to say without providing any opinionated feedback.
Assume good intent. Symptoms of mental health disorders might not be as visible as physical conditions, but they’re just as real. Ask for medical documentation, but err on the side of assuming the employee is telling the truth—not just because they want to be able to work from homemore often than company policy currently allows.
Keep it to yourself. Confidentiality is not just a favor, it’s the law.
Resolve the issue as partners. Work with the employee to find an accommodation that’s suitable for everyone involved, and periodically check in to make surethat everything is still going smoothly.
