Early conversation

As a manager, you may have employees who experience mental health difficulties. If you notice that an employee is having difficulties, talk to them – early action can prevent them becoming more unwell. If they do not want to speak to you, suggest they speak to someone else, for example someone from your employee assistance programme, occupational health team or their own GP.

Managers should focus on making reasonable adjustments at work, rather than understanding the diagnosis. Their GP, medical support or occupational health should be able to provide guidance on what you can do to help them.

If an employee goes off sick, lack of contact or involvement from their manager may mean they feel isolated, forgotten or unable to return. You can reduce the risk of them not returning to work by keeping them informed about what is going on, including social events, and reassuring them early on and throughout their absence.

Maintain regular contact

Use routine management tools, such as scheduled meetings, appraisals, or informal chats, to identify and address any employee issues, including stress or mental health concerns. Include health and safety as an agenda item and ensure you protect workers from mental health and stress risks as you would other health and safety risks.

Discuss any specific health concerns early, asking open and non-judgmental questions. Make necessary adjustments to alleviate symptoms and support the employee positively. If an employee has been off sick, plan their return and reintegration with a written plan and use management processes to review their performance and needs.

Supporting an employee who is upset

If an employee becomes upset, offer reassurance and let them know you are committed to providing support. Make sure they understand that any discussions will proceed at a pace they are comfortable with, and offer to have someone else present if that would help.

Be mindful of how much information they can process during a crisis and try to remain calm yourself. Take your time to consider the best options and prioritise the most urgent issues together.

If the discussion isn’t productive, reschedule it for a time when they are calmer. Encourage them to seek further help from occupational health or their GP if needed. Also, ensure your first aid provision is prepared to support employees dealing with stress or mental health issues, as identified in your needs assessment.

Managing an employee with an ongoing mental health illness

Most people with ongoing mental health conditions continue to work effectively. Managers should offer flexibility to accommodate their health needs when support is requested. Treat employees with mental health issues the same as any other staff member, only making adjustments based on their explicit requests or observable needs. Avoid making assumptions about their capabilities, promotion prospects, or sick leave requirements based on their illness, as this would be discriminatory.

There are several organisations that offer specialist guidance and support. Visit the HSE’s website for more information.