Mental health challenges can affect anyone, regardless of background or circumstance, and are becoming more common in the United States.
In 2022, a national survey found that approximately 60 million American adults—about 23% of the U.S. adult population—were living with a mental illness, defined as a diagnosable mental, emotional or behavioral disorder;.
This translates to a an increase of almost 37% in the last decade.
These conditions can have a profound and lasting impact on patients’ lives, including their ability to participate meaningfully and sustainably in the workforce.
Globally, depression and anxiety are estimated to lead to 12 billion lost working days per yearwhich costs about US$1 trillion annually in lost productivity worldwide and $47 billion in the United States.
I am a medical director and practicing psychiatrist. I work with graduate students, residents, faculty and staff on a health science campus, supporting their mental health – even when it intersects with challenges in the workplace.
I often encounter patients who feel uncertain about how to approach discussions with their schools, programs, or employers about their mental health, especially when it involves leave for caregiving. This uncertainty can lead to delays in treatment, even when it is really needed.
Mental health by numbers
Worry and depression are the most common mental health conditions in the US. 19 percent of American adults suffer from an anxiety disorder and more than 15% have depression.
Meanwhile, about 11% of Americans experience other conditions such as post-traumatic stress disordercommonly known as PTSD, bipolar disorder, borderline personality disorder or obsessive compulsive disorder.
Rates of anxiety and depression increased globally during the COVID-19 pandemic. But one positive consequence of the pandemic is this talking about mental health has become more normalized and less stigmatized, including the workplace.
Struggling at work
For those with mental illness, the traditional expectation of maintaining a strict separation between personal and professional life is not only unrealistic, it can even be harmful. The impact of mental illness on a person’s work varies depending on the type, severity and duration of their symptoms.
For example, severe depression can affect basic self-care, making it difficult to complete tasks such as bathing, eating, or even getting out of bed. Severe anxiety can also be profoundly debilitating and limit a person’s ability to leave home due to intense fear or panic. The symptoms of such a serious mental illness can make it difficult to even show up for work.
On the other hand, someone struggling with mild depression or anxiety may have difficulty starting or completing tasks they would normally manage with ease and have trouble interacting with coworkers. Both depression and anxiety can affect sleep, which can contribute to cognitive gaps and increased fatigue during the workday.
Someone with PTSD may find that certain environments remind them of traumatic experiences, making it difficult to fully engage in their work. And a person experiencing a manic episode related to bipolar disorder may need to take time away from work entirely to focus on stabilization and recovery.
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Knowing when to ask for help
Locating a trusted colleague, supervisor or HR representative can be one important first step in managing your mental health at work. While choosing the right person to confide in can be difficult, especially given the vulnerability associated with disclosing mental health concerns, doing so can open up avenues appropriate resources and personalized support services.
For example, it may encourage an employer to consider offering access to free or low-cost mental health care if it is not already available, or provide flexible scheduling that makes it easier for employees to receive mental health treatment.
It is also important to be aware of changes in your mental health. The sooner you can recognize signs of decline, the sooner you can get the support you need, which may prevent symptoms from worsening.
On the other hand, sharing sensitive information with someone who is not equipped to respond appropriately may lead to undesired consequencessuch as workplace gossip, unmet expectations and increased frustration due to a perceived lack of support. However, even if your boss or manager doesn’t understand, that doesn’t change the fact you have rights in the workplace.
Consider exploring accommodations
THE Americans with Disabilities Act provides critical protection for people with disabilities in the workplace. Under the law, it is illegal for employers to discriminate against qualified people because of a disability.
The law also requires employers to provide reasonable accommodation so that eligible individuals can participate fully in the workplace, provided they do not impose an undue burden on the place of employment.
There are many reasons accommodations for workers with mental illness. These may include sheltered time to attend mental health appointments and flexibility in work schedules and the workplace.
For example, if your job allows it, working from home can be helpful. If your work requires you to be on site, a private workspace is another reasonable accommodation. Someone with anxiety may find that working in a quiet, private space helps reduce the distractions that trigger their symptoms, making it easier for them to stay focused and get things done.
Other possible accommodations include providing sick leave or flexible vacation time to use on mental health days or appointments, or allowing an employee to take breaks based on individual needs rather than a fixed schedule. Employers can also provide support by offering equipment or technology, such as white noise machines or dictation software.
The role of the workplace
An organization’s commitment to Supporting the mental health of employees can play a big role in shaping employee performance at work – and ultimately organizational success.
Relying on individual employees to manage their mental health is not a sustainable long-term strategy for employers and can lead to significant disruption in the workplace, such as more lost working days and lower productivity.
Studies show that when employers lead targeted initiatives that promote mental health, overall function and resilience in the workplace are improved. These initiatives may include educating employees about mental health, providing accessible care, helping employees have a better work-life balance, and designing supportive workplace policies for those experiencing difficulties. These steps help reduce stigma and signal to workers that it is safe to seek support.
