Mental Illness and the Workplace: Myths and Facts

Recent conversations in the media sphere have helped to destigmatize talk of mental health in the workplace, but the conversation still has a long way to go.

Roughly twenty percent of working adults report symptoms of mental illness in a given month, and lifetime rates of symptoms are present in fifty percent. Despite the high prevalence of mental health concerns among this population, there is still a great deal of stigma around discussions of mental health, especially when individuals may feel that their employment is at stake. Recent conversations in the media sphere among high-profile athletes like Simone Biles and Naomi Osaka have helped to destigmatize talk of mental health in the workplace, but the conversation still has a long way to go.

The Facts

A major step towards facilitating mental health conversations in the workplace is clarifying the consequences of disclosing a mental illness to an employer. The Americans with Disabilities Act (ADA) has provisions for individuals living with a mental illness (also known as a “psychiatric disability”). The ADA defines a disability as “a physical or mental impairment that substantially limits one or more major life activities.” If a mental health condition limits an individual’s major life activities, the ADA can protect their workplace rights by helping them avoid employment discrimination.  

Furthermore, the ADA empowers these individuals to ask for reasonable accommodations, defined as changes to the work environment that enable people with psychiatric disabilities to have the same employment opportunities as their colleagues. These could include quieter work environments for those with issues concentrating, flexibility in scheduling or work-from-home protocols, or leave during periods of hospitalization of medication stabilization. As long as an accommodation does not cause undue hardship to an individual’s employer, that individual has a right to the working conditions they need. 

The Myths

There are several myths about mental illness in the workplace that limit conversations around the subject. First, those with psychiatric disabilities may believe that they have to disclose their mental illness at the time of job application or otherwise keep mental health matters private to maintain their employment status. However, job applicants reserve the right to disclose, or not disclose, their mental illness at the time of job application. If hired, the opportunity to disclose their mental illness remains available, and individuals with psychiatric disabilities may then decide to come forward to request accommodations. Employers are not allowed to share this information with anyone other than the individuals directly involved.

Another prominent myth is that those with mental health conditions may drain employer resources, especially if they request accommodations. However, recent research indicates that employers who establish mental health accommodations for employees save a great deal of money that would otherwise be lost to medical bills, absenteeism, and low productivity due to unmet mental health needs.

There are many resources available for those who wish to have conversations about psychiatric disabilities in the workplace. For those with disabilities seeking employment or accommodations, the Department of Labor offers a help guide with information about and examples of accommodations. For employers striving to create a disability-friendly workplace, the Society for Human Resources Management offers help guides about disability in general and specific topics such as mental health, addiction, and cognitive disabilities.