I was recently surprised to find out that an estimated 1 in 5 employees suffers from some form of mental illness.  This led me to dig a little deeper into this topic and find out what is causing this and what corporate leadership can do to prevent it and handle it when it happens.

According to a Global Burden of Disease study, depression is now the second leading cause of disability. The Center for Prevention and Health estimates that mental illness and substance abuse cost employers $79-$105 billion each year.  Things such as increased absences, lost productivity, and increased healthcare costs all contribute to this lost money. 

Mental illness carries with it a stigma which prevents many people from getting the help they need.  For this reason, it is important that HR departments create an environment that makes it easy for employees to get help and a culture of inclusiveness where employees feel safe to disclose their issues without judgement. Steps we can take as employers to prevent mental illness and provide support when necessary include:

Reduce the Stigma
As I mentioned, mental illness carries with it such a stigma.  Employees are afraid to admit they have it and often don’t share with management or co-workers.  Develop diversity initiatives that promote inclusiveness, stress management and the importance of taking care of oneself.  Employees who trust that you won’t think they are “crazy” or fire them for their issues are much more likely to feel safe to take steps to care for themselves  In a recent survey by MetLife only 23% of employees said they felt able to discuss stress issues with their managers.  In addition, according to the Partnership for Workplace Mental Health only a third of those diagnosed with mental illness receive treatment.  They often hesitate for fear of being treated differently by their supervisors or co-workers.

Support Treatment and Offer EAP Benefits
According to ASE’s 2015/2016 Michigan Policies and Benefits Survey just under 60% of Michigan employers offer an EAP.  Remind your employees of their EAP benefit and encourage use of it.  Be clear that the use is confidential.  No matter how small the problem, the help they receive might prevent it from becoming a larger issue.  Or for more serious issues, the employee can be directed to the right place for help.  If you don’t have an EAP, it may be worthwhile to investigate the various vendors and benefits. The cost pays for itself.  In support of the EAP or other assistance, be accommodating and flexible with allowing time off for appointments.

Promote Work/Life Balance
With today’s 24/7 connectivity work/life balance is more important than ever.  According to MetLife, nearly 95% of senior decision makers are expected to always be available for work.  They were found to be working 23 weekends a year!  Don’t praise or encourage long hours.  Be sure your employees are utilizing their vacation time and truly “checking out” when they do. The end result will be less stressed and happier employees.

The key takeaway for employers is to provide a supportive, safe and inclusive work environment.  Also keep in mind that the ADA (as discussed in the current EEOC guidance) requires you to make accommodations for an employee with mental illness.  Such accommodations could include a reduced work schedule, permission to work from home, changed duties, etc.  While reasonable accommodations are worthwhile, be sure to have an attendance and conduct policy in your handbook.  These will support you should the situation get out of control.  Only if an employee is unable to perform his/her job over a period of time, has engaged in gross misconduct, or poses a serious threat may they be terminated.  Before considering termination, be sure to consult with a legal professional.  Please view the article by Mike Burns in this week’s EPTW for a case example of mental illness in the workplace and how having solid policies in place supported the employer.

Do you have experience dealing with mental illness in the workplace?  If so, I’d love to hear how you handled it or about any programs you have in place to encourage mental wellbeing.  Email me at [email protected]. Thank you to Vicki Fitak, HR Manager at Andrews Hooper Pavlik PLC, who shared with me some ways they keep in touch with new hires after the last blog on recruiting.  Since they recruit candidates while in college (sometimes up to two years before they graduate), they send them company newsletters, gift cards, personally signed holiday cards, and communicate via email and phone calls in order to stay in touch.  It’s nice to hear how our member companies are enhancing the onboarding and recruitment process.  Thanks again, Vicki.