What if the best person to do the job also has a mental illness?  With some thought, planning and by implementing a few strategies, you can support your worker, at the same time promoting a safe and productive workplace.

It is highly likely that at some time, a worker will have a long or short-term mental illness.  Mental illness –particularly anxiety and depression – are wide-spread and can affect almost anybody. Therefore, it makes sense for an employer to implement a mental health strategy.

A Return to Work Plan can help you and the worker prepare for work, and can offer a stepped process for a gradual return to work. A plan will include clear working hours, job title, duties, restrictions or recommendations. As the plan is put in place, it needs to be monitored and managed. Your Employment Consultant will also help with support of your worker as they adjust to the new environment and to working again.

What is reasonable adjustment? Reasonable adjustment means making appropriate adjustments to the work environment or work practices that enable the employee to:

Perform the job according to the work requirements in a safe manner

Enjoy equal employment opportunities, including   training, the recruitment process and career development

Ensure employment terms and conditions similar to other workers.

As an employer, you are obligated to make reasonable adjustment unless to do so will result in unjustifiable hardship for you,  (see http://www.hreoc.gov.au/disability_rights/faq/employment/employment_faq_1.html#hardship

Most employees with a mental illness will know their abilities and limitations.  Communicating with the employee will obtain a clear understanding of what adjustments may need to be made in order to do their job.

1.       Identify the core requirements of the job

2.       Assess the worker’s skills and abilities against the requirements of the job

3.       Identify any reasonable adjustments

4.       Ensure that the worker can meet the requirements of the job once adjustments have been made

5.       Review the effectiveness of adjustments after a period of time.

For employees with a mental illness, reasonable adjustment may include:

• Incorporating “time outs”
• Flexibility in  hours—for example, if medication makes a person drowsy in the morning, consider adjusting the work hours for a later start and finish, part time, job share etc.
• Changing some aspect of the job or task – such as changing the location or chunking a large project  into mini tasks
• Writing instructions down rather than verbal delivery
• Providing visual cues such using colors or highlighting to emphasise information, or tasks required
• Mapping tasks or a project on a whiteboard where it can be easily viewed
• Demonstrations and then worker practice rather than verbal instructions
• Providing checklists
• Providing diaries/electronic reminders/even a mobile phone timer
• Informal email reminders
• Allowing extra time to complete tasks
• Rotating tasks  or including a variety of jobs
• Encouraging the employee to communicate with you about any difficulties they may be experiencing

The key to solutions is creativity, and trying out different things to see what works.

Identify possible workplace practices or environmental factors that may contribute to the mental illness of workers.  These can include lighting, proper equipment and tools to do the job, as well as adequate breaks and rest periods.

Do not leave bullying, aggressive or hostile behaviour to “sort itself out”; it rarely does. 

Ensure workers understand their Job descriptions, and what is expected of them. At the same time, allow workers some control over work-related decisions and the outcome of their efforts

Adequate rest and holidays are also essential to prevent stress and burnout. 

Consider utilising the services of an Employee Assistance Program, where workers can contact a counsellor for any work or non-work related difficulties they may be having.

Respect the employee’s desire for confidentiality. Specifically identify the degree of confidentiality desired.

Be willing to engage in joint problem solving.

Allowing  time for attending medical appointments.

Accommodate for fluctuating periods of health.

There may need to be some flexibility when enforcing traditional work policies.

While you shouldn’t accept sub-standard work, if a worker is performing poorly, take into account their personal circumstances and whether their mental illness is contributing, just as you would for other workers. Discuss your concerns with them, and invite their input on how to best resolve the problem.

It is important to be aware of privacy obligations when talking about a person with mental illness. Unless the person has given permission to disclose the information to others, you are obligated to keep personal details strictly confidential.  However,  providing training and education to other staff about mental illness can help break down barriers and the stigma attached to mental illness in the workplace.  Co-workers can be an invaluable resource for ideas when it comes to workplace modifications. It may also alert an employee to seek further help for themselves, when they might not otherwise have done so.

The role of work in recovery cannot be underestimated.  The workplace provides people with an opportunity to regain their self-esteem, provides a social network and support system, a daily routine and a sense of achievement. Having a person with a mental illness in your employ can be great for your business, and good for them.

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Last Updated 17/05/2011