The state of workplace mental health

Published: August 13, 2024 | by Victoria Kelleher, Lead Survey Specialist at Brightmine

In the United States, mental health disorders are fairly common. The most recent figures estimate that at least 1 in 4 adults in the US experience a diagnosable mental health condition each year. Some of the most common disorders include:

• Anxiety disorders: 19% of US adults.
• Major depression: 8.3% of US adults.
• Post-traumatic stress disorder (PTSD): 3.6% of US adults.

Many people who are diagnosed with a mental illness still maintain a full-time job. In fact, these disorders are well-represented in the workforce; about 18% of workers in the US report having a mental health condition in any given month.

Mental health conditions can pose unique challenges in the workplace. Disorders like anxiety and depression may drain productivity and engagement, making it more difficult for employees to stay focused and motivated. This is especially true if a condition goes untreated.

In the coming years, the representation of individuals struggling with these conditions in the workforce is likely to increase. Mental illness is more prevalent in younger generations; 34% of those between 18 and 25 years of age have a diagnosed mental illness, as opposed to 28% in the range from 26 to 49 years old. As younger generations continue to enter the the workforce, organizations need to prepare to provide support to this population on a broader scale.

Protection for psychiatric disabilities

The Americans with Disabilities Act of 1990 (ADA) details legal protections against discrimination in employment for those with psychiatric disabilities. An employer that disregards these protections may open their organization up to legal risks at every turn, from hiring to termination.

Accommodations and benefits

The ADA states that employees with psychiatric disabilities cannot be denied reasonable accommodations. These accommodations can support workers when managing their mental health and help them function at their best, ultimately buffering against the impact mental illness may have on productivity and engagement.

Those with a mental health disorder can function much better at work with accommodations, but many employees are reluctant to request accommodations if they feel it will expose a condition that they would prefer to keep private. Luckily, some accommodations only require minor adjustments that can be offered to all employees instead of targeted only toward those who need them.

Employers can offer flexible scheduling, flexible break times or opportunities to work from home, which may help employees adhere to appointment times and medication plans. For disorders like anxiety or ADHD, something as simple as allowing the use of headphones to block out distracting noises can make a big difference. When these options are made available to all employees, those who need them the most can choose to take advantage of what they need without feeling pressured to disclose.

Most disorders can be alleviated or even fully resolved with proper treatment, but many people struggle to find a provider they can afford. Organizations are uniquely positioned to help employees who are struggling with mental health by offering targeted benefits that support their needs.

Employers should make sure that the health insurance they offer covers the cost of mental health treatment. Alternatively, employers can provide benefits that directly facilitate access and affordability of mental health care. This can be done by subsidizing the cost of counseling sessions or their associated copays.

Offering an Employee Assistance Program (EAP) can also be highly effective at making sure employees have directly accessible mental health care without compromising financial health. Work-supported intervention programs like EAPs have been shown to help depressed employees recover, decreasing symptoms and translating directly into increased productivity at work.

A culture of support

Employers should not underestimate the direct effect an organization’s culture can have on the mental health of employees. Although mental health is very much influenced by past experiences and genetics, even those who do not have risk factors can be heavily affected by stressors in their current environment. This can include factors in the workplace, including the health of relationships with coworkers, stress from overloaded and unbalanced responsibilities, or a feeling of being excluded from the company’s community.

A toxic work culture can directly damage the mental health of employees, exacerbating mental health symptoms and bogging down productivity across the board. On the other hand, a healthy and supportive culture at work can provide employees with the stability they need to effectively work through and recover from mental illness. Employers should strategize about how to heal a toxic work environment if this is having an impact on the mental health of employees.