Mental health problems are one of the most common illnesses in the world. In fact, according to the World Health Organization, mental health disorders are on the rise and now affect millions of people globally.
While it’s true that mental health problems can affect anyone at any time, you should also remember that mental health problems are often exacerbated by work-related stress. In other words, if you have an employee who is dealing with a mental health problem, it’s necessary to be aware of the potential impact on themselves and your business.
With the advanced technology these days, there are affordable and convenient ways to address mental health issues in your company, such as wellbeing technology.
What Are Mental Health Issues?
Mental health issues are a broad term that can refer to any number of mental disorders, including:
- Anxiety disorders
- Depression
- Bipolar disorder
- Schizophrenia
- Eating disorders
While there are many different types of mental health issues, they all share one common symptom: they can negatively impact an individual’s ability to function at work.
Signs That Your Employee May Have a Mental Health Issue
The following are signs that may indicate an employee is dealing with a mental health issue:
- Changes in mood or behavior
- Problems concentrating
- Withdrawal from social activities
- Excessive absences
- Decreased productivity
- Poor work quality
Anxiety disorders, for example, can cause employees to feel excessively worried or stressed. This can lead to problems concentrating, making decisions, and completing tasks. Depression can cause employees to lose interest in their work, feel fatigued, and have difficulty functioning on a day-to-day basis.
Addressing Mental Health Issues in the Workplace
1. Encourage Them to Seek Professional Help
If you see that your employee is dealing with a mental health issue, encourage them to seek professional help. Many mental health disorders can be successfully treated with therapy and medication.
Not all employees will want to seek help because they are embarrassed or ashamed of their condition. Others may not think that there is anything wrong with them. Be supportive and understanding, but also firm in your insistence that they seek help.
2. Offer Them a Leave of Absence
If an employee does not want to seek professional help, or if their mental health disorder is severe enough that they cannot continue working, you may need to consider offering them a leave of absence.
Leaves of absence can be a helpful way to allow employees time to recover from their mental health disorder. They can also provide employers with a way to temporarily reassign or terminate an employee without the lengthy and expensive process of firing them.
3. Be Flexible with Their Work Schedule
If an employee cannot come into work due to their mental health disorder, be flexible with their work schedule. Allow them to work from home, come in later, or leave early. This will help them feel more comfortable and able to focus on their recovery.
4. Be Aware of Your Obligations
As an employer, you should provide a safe and healthy workplace for your employees. This includes ensuring that employees with mental health issues can access the necessary support and treatment. One example is paying for workplace mental health services.
You may also be required to provide a leave of absence if an employee cannot work due to their mental health disorder. If you’re not sure of your obligations, it’s best to consult with an attorney specializing in labor law.
Should You Fire an Employee Dealing with Mental Health Issues?
Mental health disorders can seriously impact an individual’s ability to function at work. If you notice any signs of mental health issues in your employees, it’s vital to take action.
Keep in mind that it’s your responsibility to look after your employees’ mental and physical health. Take advantage of third parties’ services to handle your employees’ well-being, such as telemedicine services, online counseling, etc.
If an employee can’t do their job due to their mental health disorder, consider offering them a leave of absence. If they refuse to seek help or if their condition is severe enough that they cannot continue working, you may have no other choice but to terminate them. However, this should be the last resort, and you must attempt to find another solution first.