The Growing Importance and Implications of Mental Health Support Coming from Your Employer

The modern workplace, with its fast-paced nature, often brings with it stress, anxiety, and other mental health challenges. While employers are increasingly recognizing the need for mental health support, it’s essential to question if they are genuinely prepared to offer the right kind of assistance. Before we dig into that is this a new responsibility or does it just seem like people are leaning on the concept more and more? Let’s look back to answer this question

The concept of employers providing services to help employees manage their mental health can be traced back to Employee Assistance Programs (EAPs). Here’s a brief history of EAPs:

• Early Formation – EAPs originated in the late 1930s, primarily addressing occupational alcoholism. At a time when drinking on the job was common, the negative impact on job performance and productivity became evident. By 1939, the Alcoholics Anonymous (AA) movement began spreading in the Midwestern and Northeastern United States. Individuals in “recovery” started sharing their experiences with fellow workers, marking the beginning of the EAP movement. As businesses observed the positive effects of these programs, they began to consider other potential applications.
• In 1962, The Kemper Group introduced a program for alcoholic rehabilitation and later expanded it to cater to the needs of employees’ families. This expansion included services related to marital, emotional, financial, legal, and drug abuse issues. By 1970, the Federal Comprehensive Alcohol Abuse and Alcoholism Prevention Treatment and Rehabilitation Act was passed, leading to the creation of the National Institute on Alcoholism and Alcohol Abuse (NIAAA). This act marked a shift in treating alcoholism as a disease rather than a moral failing.
• Post September 11 things really began to ramp up. The nature of services provided by EAPs evolved in response to global events. The aftermath of the September 11, 2001, attacks saw EAP specialists becoming more involved in incident debriefing and emergency planning. There was a reported increase in the workforce experiencing Post Traumatic Stress Disorder (PTSD), occupational stress, and depression.

It is my opinion that the pandemic somehow ushered in an entirely new level of employee asks! I want to be remote; I want to have work life balance. I want to have flexible hours.  These all became the standard asks from employees, and I would suggest that we will not be returning to the way it was prior to the pandemic and for the most part that is very positive.  The recognition of the impact of personal issues on job performance and the benefits of supporting employee well-being have been key drivers of the evolution and the increased responsibility of the employer, but the pandemic made the biggest impact on this becoming not a benefit, but a requirement and it has many HR Directors questioning whether they have the knowledge to provide services such as these

The Impact of Mental Health on Employee Well-being and Productivity**

Mental health issues can significantly affect an employee’s performance and overall well-being. While employers can offer support, it’s crucial to understand that they might not have the expertise to provide medical or therapeutic assistance. Thus, while promoting a supportive environment is essential, employers must also recognize their limitations. If a mid-level manager tells an employee that “you need a mental health day”, is that really ethical or potentially liable for the company?  Reducing someone’s hours because of a perception of a health issue is protected in many cases by the Americans with Disabilities Act.   

The Changing Expectations of Employers in Today’s Society

Employees now expect more than just a paycheck. They seek a holistic approach to well-being, including mental health support. However, employers must be transparent about the extent and type of support they can provide, ensuring they don’t overpromise and underdeliver. While employers can create a positive work culture, it’s essential to differentiate between general support and specialized care. Offering resources like Employee Assistance Programs is beneficial, but employers must also encourage seeking professional help when needed.

While initiatives like mental health workshops and flexible work arrangements are beneficial, employers must also consider collaborating with mental health professionals to ensure the right guidance and support. Digital tools, apps, and other resources should be chosen carefully, ensuring they meet the needs of the employees and more importantly do not infringe on the employees right to work and make a fair wage.

For instance, I am not sure how it works today, but years ago, I had to be certified to request an employee take a random drug test because I “thought” he was using a substance that was banned from the workplace.  How is this different than sending someone home for “mental health issues.” If I look at it from the other side, what if we don’t ask that employee to take a moment to collect themselves and he hurts his or herself or someone else?  Who really is at fault?  

Creating a Supportive and Inclusive Work Environment: Beyond Just Awareness

So, while mental health awareness seems like a positive thing, promoting it is just the first step. Employers must also be proactive in understanding the complexities of mental health issues and ensuring they are equipped to offer the right kind of support. While internal training can help managers recognize signs of distress, professional training sessions conducted by mental health experts can equip them with the skills to handle such situations better.

Promoting open dialogue is essential, but it’s equally crucial to ensure that the conversation is guided and informed. Collaborating with mental health experts can help in breaking the stigma in a more informed manner.

While the benefits of mental health support are clear, employers must also recognize the challenges. They must ensure that their support systems are not just well-intentioned but also well-informed.

Final thoughts…..

The evolving role of employers in addressing mental health is undeniable. However, as workplaces strive to support their employees, it’s crucial to recognize the boundaries and limitations. Employers must collaborate with professionals, ensuring that their initiatives are not just supportive but also informed and effective. The goal should be a holistic well-being approach that truly benefits the employees.

Thanks for reading, you look rough though, maybe you should take a day off and my buddy will take your shift….  See what I’m saying?