Human Resources’ Role in Workplace Mental Health: When and How to Recommend Treatment to Employees

Author:
Hayley Snelling
Hayley Snelling
B.S. Psychology
Editor:
Emma Loker
Emma Loker
B.S
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What would you do if an employee burst into tears during a meeting?

Mental health is as important as physical health at work, but staff often struggle in silence. Stress, burnout, and depression are becoming more common and affect not only well-being but also productivity and team morale at work. 

As a HR professional, you can create a work environment that is supportive of mental health. But to do this, it’s important to ask yourself: Can you recognize the signs that someone is struggling with their mental health? And do you know when HR should step in?

On this page, we’ll explore how poor mental health affects employees and businesses, ways that HR can create a supportive environment, when you should step in for mental health issues, how to talk about seeking treatment, and what to do in crisis situations. 

By understanding these, you can help employees through their mental health challenges while keeping the workplace productive and safe for everyone. 

Human Resources’ Role in Workplace Mental Health

When Should HR Step in for Mental Health Issues?

Impact of Mental Ill-Health in the Workplace

Did you know that conditions like untreated depression contribute to a loss of over $210 billion a year for businesses because of reduced productivity, medical costs, and sick days? Over 17 million working days were lost due to work-related stress, anxiety, or depression in 2022/2023.1 

Poor mental health in the workplace can hugely impact organizations, with employees calling in sick, a high turnover rate of staff, and teams that struggle to meet targets. And yet when treated and receiving the right support, 80% of people find their productivity is much better.2

Unfortunately, 84% of workers with a mental health condition say their workplace has contributed to the illness.3 With eight out of ten people saying they will look for workplaces in the future that support mental health, is it really something that can be ignored?4

Organizations with policies that promote and support their employee’s mental health lose fewer days to sickness and have higher productivity.5 Businesses have a legal responsibility to ensure workplace policies are in place to support mental health and avoid discrimination, as covered in the Americans with Disabilities Act.6 

Now is the time to take stock of how you support your employee’s well-being, and what more you can do to help them, and your business, be the best they can be.

How to Support an Employee With Mental Health Issues

There are various ways of supporting employee mental health without crossing boundaries. We will go into some of these in more detail later, but here are a few suggestions to get started.

Creating a Supportive Workplace Culture

Over a third of employees have felt discriminated against or experienced stigma at work because of their mental health, so a workplace culture that is supportive of mental health needs to be a stigma- and discrimination-free environment.7 People can then feel safe and supported at work and not worried about being judged if they do come forward with a mental health concern. 

You can create this supportive culture by providing mental health training for managers and employees to educate them about mental health, as stigma often comes from a lack of understanding. Companies that give leadership training for mental health awareness have seen a 30% reduction in mental health-related absences from work, so it reaps real rewards to train your staff well.7

Provide Helpful Mental Health Resources

When employees were questioned in a study, over half said they feel more productive and engaged when their organizations offer mental health resources like counseling or wellness programmes.7 

So, it’s important to ensure that your employees have access to a professional to talk to about their mental wellbeing, such as employee assistance programs (EAPs). This can support your staff and boost work morale.8

Regular Check-Ins

Openly talking about mental health and having regular catch-ups with employees shows that you are there for them and helps to build trust. Then, if they do have a concern they can come forward and talk about it.9 

Nearly half of employees believe that talking openly about mental health at work would improve their well-being, showing that a change in communication can make a big impact on people’s lives.7

When Should HR Step in for Mental Health Issues?

Knowing when to involve HR is important for supporting employees with their mental health. Having employee mental health intervention guidelines or workplace mental health escalation protocols available, documented, and ready to use in your workplace can help you feel prepared. 

Let’s go through some of the situations where HR should get involved.

When Mental Health Impacts Work Performance

If an employee’s mental health is causing issues with productivity, work quality, or attendance at work, HR can offer support such as changes to working hours, altering the person’s regular duties, relocating someone’s workspace to a quieter area, or being flexible with time off for essential appointments.10 

Ideally, create some HR mental health conversation templates ready for these situations, but for now some questions you could ask include:

  • How are you doing at the moment?
  • Is there anything I can do to help?
  • What would you like to happen? How?
  • What support do you think might help?

When There Are Concerns About Employee Well-Being or Safety

The Occupational Safety and Health Administration (OSHA) requires employers to maintain a safe work environment, so HR must intervene if an employee’s mental health creates safety concerns at work.11 This includes situations where the employee may be a risk to themselves or others, and also if there are concerns of bullying, harassment, or discrimination that impact an individual’s mental health. 

When Reasonable Adjustments Are Needed

If an employee’s mental health condition is considered a disability under the ADA, then HR must make reasonable adjustments to allow them to perform their job. To decide if an adjustment is ‘reasonable’, you must consider how practicable it will be to make the adjustment, what financial assistance and resources are available for this change, and whether the adjustment will solve the issue.12

When HR Shouldn’t Step In

HR shouldn’t step in if an employee is looking for confidential professional help, or when they are not directly impacting the workplace or their performance unless the employee requests HR involvement. 

Let’s go through some of the situations where HR should get involved.

How HR Can Recommend Mental Health Treatment

While HR cannot diagnose people, prescribe medications, or recommend specific medical treatments for mental health, they can provide support, resources, and connect employees to the relevant professionals. 

Keep reading to discover the signs to look for when someone is struggling with their mental health, how to approach the conversation, and what you can do to help. Remember the legal considerations for HR suggesting mental health treatment – that conversations must be handled carefully and confidentially to make sure that ADA protections and HIPAA privacy laws aren’t violated.13

1. Watch For Warning Signs

If someone in your team is struggling with their mental health, you may notice some changes in them. Some clues that may be evident are:

  • Changes in behavior or mood 
  • Changes in productivity, motivation, or focus
  • Struggle to make decisions or be organized
  • Appearing tired, anxious, or withdrawn
  • Changes in eating habits, increased smoking or drinking habits

If you notice these changes, it may be time to have a conversation with that person about their mental health.

2. Have a Conversation

If you’re going to have a conversation about mental health, choose a convenient and quiet time to talk in a private place.7 Listen to them without judgment, and help them to figure out if there is any support that would be useful right now, whether that is resources, referrals, or adjustments.

You can encourage the person to talk to their GP if they haven’t already, or to seek professional support.14 These conversations don’t have to be difficult, especially if you have your policies and processes in order. 

3. Make Reasonable Adjustments

Sometimes, a few reasonable adjustments can make a big difference to someone’s health and performance. Some of the top mental health supports requested from employers include flexible hours, a workplace culture that respects time off, the ability to work remotely, and a four-day working week.4 Mental health accommodations through HR can be simple and practical, such as:

  • Flexible hours
  • Change of work location
  • Changes to break times
  • Phased return to work after sickness leave from mental health (in line with policies)
  • Agreement to have time off for appointments related to their mental health

Always work with the employee to find the best possible adjustments. Listen to them, and be open to ideas.

4. Provide Resources and Support

Offering resources like EAPs and the chance to talk to a professional confidentially can help with mental health, productivity, and overall morale. If there are well-being resources in your organization, for example, yoga sessions, stress management courses, these are great to be able to share, along with information about local mental health services or support groups. 

You may want to make a HR mental health resource guide so that you are prepared with a package for the employee to look at. 

5. Have Policies and Procedures in Place

Your company needs to have a mental health policy. It informs workers of how to raise concerns about their mental health and gives guidance on how managers can support their staff. Clear policies on workplace adjustments are vital for helping staff to cope and recover from their illness and reduce the length of sickness leave needed.14 Policies should be regularly reviewed and included in any new employee induction process. Some things your mental health policy may include are:15

  • What is mental health?
  • How it affects people
  • The organization’s commitment to supporting mental health
  • What mental health training is given to employees
  • What support is available 
  • What happens if a worker needs time off for their mental health needs
  • The process of returning to work after this leave period
  • Mental health confidentiality
  • What an employee can do if they have concerns
  • How and when the policy will be reviewed and updated 

How to Handle Mental Health Emergencies

You may be wondering how HR handles mental health emergencies in the workplace. The priority is always the safety and well-being of the individual, as well as the safety of others. If there’s a risk of harm, it is best to contact the emergency services. While you wait for help to arrive, you can offer support and listen to the person. If there is no immediate risk, you can encourage them toward professional help by contacting their doctor or a mental health professional. 

Here are some of the main crisis hotlines in the U.S. that provide mental health emergency support to someone in crisis:

  • Suicide & Crisis Lifeline: A 24-hour confidential support available to anyone in suicidal crisis or emotional distress. Call or text 988 to connect with a trained counselor. 
  • Veterans Crisis Line: A 24-hour confidential resource available to all veterans and those who support them. Call 988, then press “1”, or text 838255.
  • Disaster Distress Helpline: A 24-hour confidential helpline for people experiencing distress due to any natural or human-caused disaster. Call or text 1-800-985-5990.

If someone reaches a crisis point, it can often mean there is something painful underneath that needs resolving. When they are feeling calmer, you could encourage them to look at professional mental health support like Mission Connection offers, whether that is residential treatment, individual therapy, or support groups. 

Seek Guidance on Mental Health Treatment for Employees

At Mission Connection, we provide compassionate support tailored to your individual needs. We know that living with a mental health condition affects everyone differently – that’s why we offer a range of treatment approaches designed to help you on your road to recovery, including:

We want to make sure you can access treatment when you most need it, so we offer a range of payment options to help ease any concerns over the cost of mental health care. 

Contact us today to begin your healing journey. Your well-being matters, and we’re here to provide you with the support you need and deserve. 

Human Resources’ Role in Workplace Mental Health

References

  1. Mental Health Foundation. (n.d.). Mental health at work: statistics. https://www.mentalhealth.org.uk/explore-mental-health/statistics/mental-health-work-statistics
  2. Goetzel, R. Z., Roemer, E. C., Holingue, C., Fallin, M. D., McCleary, K., Eaton, W., Agnew, J., Azocar, F., Ballard, D., Bartlett, J., Braga, M., Conway, H., Crighton, K. A., Frank, R., Jinnett, K., Keller-Greene, D., Rauch, S. M., Safeer, R., Saporito, D., . . . Mattingly, C. R. (2017). Mental health in the workplace. Journal of Occupational and Environmental Medicine, 60(4), 322–330. https://doi.org/10.1097/jom.0000000000001271
  3. Mind Share Partners. (n.d.). 2021 Mental Health at Work Report. https://www.mindsharepartners.org/mentalhealthatworkreport-2021
  4. APA. (n.d.). Workers appreciate and seek mental health support in the workplace. https://www.apa.org/pubs/reports/work-well-being/2022-mental-health-support#:%7E:text=A%20majority%20%2881%25%29%20of,into%20their%20future%20job%20decisions
  5. De Oliveira, C., Saka, M., Bone, L., & Jacobs, R. (2022). The Role of Mental Health on Workplace Productivity: A Critical Review of the literature. Applied Health Economics and Health Policy, 21(2), 167–193. https://doi.org/10.1007/s40258-022-00761-w
  6. ADA. (2025, January 16). The Americans with Disabilities Act. https://www.ada.gov/
  7. MHFA Portal. (2024, November 21). Key workplace mental health statistics for 2024. https://mhfaengland.org/mhfa-centre/blog/Key-workplace-mental-health-statistics-for-2024/
  8. Mhlongo, N. N. Z., Elufioye, N. O. A., Asuzu, N. O. F., Ndubuisi, N. N. L., Olatoye, N. F. O., & Ajayi-Nifise, N. a. O. (2024). THE ROLE OF HR IN PROMOTING MENTAL HEALTH AND WELL-BEING IN HEALTHCARE SETTINGS: A COMPREHENSIVE REVIEW. International Journal of Management & Entrepreneurship Research, 6(2), 380–391. https://doi.org/10.51594/ijmer.v6i2.777
  9. CIPD. (2023, February 21). Supporting Mental Health at Work: Practical guidance. https://www.cipd.org/uk/knowledge/guides/mental-health-support-guide/
  10. ACAS. (2025, January 30). Mental health adjustments – Reasonable adjustments at work. https://www.acas.org.uk/reasonable-adjustments/mental-health-adjustments
  11. OSHA. (n.d.). Law and Regulations | Occupational Safety and Health Administration. https://www.osha.gov/laws-regs
  12. Mind (n.d.). Telling your current employer about your disability. https://www.mind.org.uk/information-support/legal-rights/discrimination-at-work/telling-my-employer/
  13. Rights, O. F. C. (2022, January 19). Your rights under HIPAA. HHS.gov. https://www.hhs.gov/hipaa/for-individuals/guidance-materials-for-consumers/index.html
  14. Mind. (n.d.). How to support staff who are experiencing a mental health problem. https://www.mind.org.uk/media-a/4661/resource4.pdf
  15. ACAS. (2025, January 16). Having a policy – Supporting mental health at work – Acas. https://www.acas.org.uk/supporting-mental-health-workplace/having-a-policy
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