Workplace accommodations

Employers can establish policies, processes and accommodations to mitigate sources of stress in the workplace and increase awareness of the signs of stress. Some of the most common policies include:

Comprehensive safety programs. Implementing a comprehensive workplace health and safety (CWHS) program recognizes and protects psychological health in the workplace. These programs can include measures such as normalizing and supporting mental health, enabling adequate rest and time off and operationalizing DEI norms and policies.
Flexible work schedules. Allowing employees to have more control over where and when they work can help them better balance their personal and professional responsibilities, such as shifting start and end times to accommodate childcare responsibilities or the ability to work from home to take an elderly relative to a medical appointment.
Manager awareness training. Mental Health Awareness Training (MHAT) has been shown to improve management's attitudes about mental health and their willingness to promote mental health at work, such as by encouraging employees to take breaks throughout the day. Just knowing that it is OK to take a 10-minute walk for some fresh air sometimes is enough to reduce an employee's stress level.
Zero tolerance policies. Today, most employers have established zero-tolerance policies toward workplace violence and harassment that cover all employees, contractors, clients, customers, visitors, partners and anyone else who might come in contact with company personnel. For those that don't, the first step is to assess the current state of the workplace and identify any formal or informal policies that already exist and strengthen them – in writing.
Enforce protection laws. Employees with diagnosed depression, post-traumatic stress disorder (PTSD) or other mental health conditions are protected against discrimination and harassment at work because of their condition. They have a right to privacy in the workplace and may have the right to get reasonable accommodations that can help them perform and excel at their job.

Related: Why one-size-fits-all mental health solutions aren't working

Any new policy or procedure will be best adopted and accepted when it is developed in consultation with representatives from at-large employees, as well as the appropriate HR, operations, security and other stakeholders. And for any tools or services provided through a workplace benefits plan, it's important that employers engage and inform their staff on their availability, but also educate them on how to access and use them. This can go a long way in increasing usage and broader engagement with these health and wellbeing supports.

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