How to Talk About Mental Health With Employer Reps
Do you or someone you know have a mental health issue?
If so, there’s a good chance that it’s being kept hidden from your co-workers, since talking about mental health at work has historically been considered a workplace taboo.
After all, nearly 40 million individuals in the United States have a mental illness, according to Mental Health America. That’s about 20% of the U.S. workforce.
Organizations are recognizing the need for excellent mental health for all employees and fostering dialogue, in part due to the pandemic.
Even with such a high percentage of people experiencing mental health issues, there’s no easy way when it comes to how to tell your boss you are having a mental breakdown.
Today, we’re going to cover how to talk about mental health with employer representatives so you can get the help you need to be your best self.
Should You Talk About Mental Health With Your Employer?
If you’re dealing with mental health issues in the workplace you will eventually have to decide whether to notify others about your condition or “disclose” it at work. The most common reason for disclosure is to request a reasonable accommodation to perform better at your current position. Accommodation refers to modifying a job, the job site, or the way things are done to allow a qualified individual with a handicap to have an equal chance for employment. However, knowing how to tell your boss you’re struggling mentally can be a huge hurdle. Consider the following aspects to help you make an informed decision:
Self-Reflection
Consider what you’re going through and how it’s affecting your work performance and manner. How long will you be impacted? Is it a one-off scenario that will pass in a few days, a longer but episodic struggle, or a chronic issue? If your symptoms aren’t constantly there, consider what caused them.
Company’s Culture and Resources
Disclosing mental illness to your employer can be uncomfortable, especially if the environment hasn’t fostered a sense of openness and inclusivity. For instance, have leaders had discussions concerning mental health or is there an employee resource group (ERG) for mental health?
You have to consider whether your boss is someone you can trust and who will support you. Have they discussed their own mental health or other personal struggles? This amount of sincerity fosters trust. Consider whether your boss has set a good example for you regarding mental health. This might assist you in deciding who to share with and how much information to provide.
Next, learn about the legal protections and benefits to which you are entitled as an employee. Resources and legal safeguards differ by location, so verify your local legislation if you can. This way, you’ll be able to knowledgeably speak up for yourself if your boss or HR fails to accommodate your needs.
Your Comfort Level
How much of your personal life are you willing to share? How much do they need to create the appropriate accommodations? If you’re close with your manager, this may go as far as your diagnosis and history.
If you don’t know how to talk about mental health with employer supervisors directly, you could choose to go to HR or another manager. It’s critical to feel comfortable and secure with anyone you select. It’s worth noting that your direct manager is usually compelled to communicate employee health information with HR if it has an impact on work — not as a punishment, but to guarantee uniformity among managers and access to the entire range of resources.
Do You Have to Discuss Mental Health Issues With Your Boss?
Unfortunately, there is no predefined basis for when and how to talk about mental health with employer representatives.
You don’t have to talk about any mental health issues you’re having if you don’t have a work-related need to do so. On the other hand, if your mental condition impacts your capacity to do your work, your connection with your coworkers, or any other aspect of your work environment, you may need to schedule a meeting.
However, knowing what you’re having trouble with and how it’s affecting your job might help you and your manager modify your surroundings to maximize your chances of success. That sort of assistance can reduce your chances of developing undesirable symptoms that could harm you, your work environment, your coworkers, and the company as a whole. It can also help you cope with work-related stress (especially stress resulting from having to hold onto that secret).
Keep in mind that you must understand who you work for and what the regulations are regarding mental illness in the workplace. In some cases, it may be in your best interest to ensure that you have the appropriate Family Medical Leave Act (FMLA) paperwork on file with the HR department. In the end, there may be methods to customize your surroundings without having to reveal your diagnosis.
How to Talk to Your Boss About Mental Health
There are a few things you can do to prepare for how to talk about mental health at work, regardless of how progressive your organization is on mental health:
Employer Obligations
This fact sheet regarding mental health disorders in the workplace from the Americans with Disabilities Act (ADA) offers information about legal rights, job accommodations, and practical tips for job seekers and workers.
Inquire about your legal rights and accommodations for mental health issues with your company’s employee health department or Human Resources.
Rehearse and Fine-Tune Your Initial Disclosure
This will undoubtedly be a cathartic outlet for your feelings, but you may not want to disclose everything. Consider which issues are “must-know” to assist your supervisor in improving your workplace well-being.
Have the Meeting Face to Face
Even if you and your supervisor are used to communicating informally, this is a dialogue you should conduct in person and on the record. You’ll want to send an email or letter to your boss about your mental health when you schedule the meeting. After all, they will need time to listen and ask questions, and you need time to talk about your situation.
Make Suggestions
Your manager won’t always know what you need since they can’t read your mind. Consider which specific resources or solutions for flexible work you believe would be the most beneficial. You might want to prepare a list of them to mention during your talk. Routine treatment visits, more regular check-ins, mental health notes for work, and “offline hours,” or protected time to focus on work, are all possibilities.
Request a Follow-Up Discussion
As more businesses embrace the principles of diversity, equality, and inclusion, they should consider how to accommodate employees with mental health issues and physical limitations.
Safeguarding Employee Mental Health
If you are a benefits expert or HR professional and want to learn more about Eden Health’s collaborative care model that can support the mental and physical health of your employees, request a demo from our team today.
