Boss's Perfect Response To Employee's Mental Health Leave Request

Mental illness is an alarming issue in the present era and hasn’t yet received its fair share of importance. Unfortunately, a lot of people still don’t recognize it as relevant as physical illnesses, which further makes it difficult for those suffering from it to speak.

Being vocal about our mental health can sometimes be very difficult in the workplace, where everybody is under pressure to work long hours and be contactable 24/7. Employees generally take time off sick when their physical health is suffering, but would they do the same if, their stress levels were busting, or anxiety was out of control?

Madalyn Parker, an engineer and web developer at Olark Live Chat, did exactly this when she recognized she required some R&R for the sake of her mental health – and her boss’s response to her email about it couldn’t have been better.

The email was titled "Where's Madalyn," and in the body, Parker wrote: "I'm taking today and tomorrow to focus on my mental health. Hopefully, I'll be back next week refreshed and back to 100%."

"I just wanted to personally thank you for sending emails like this," he wrote. "Every time you do, I use it as a reminder of the importance of using sick days for mental health — I can't believe this is not standard practice at all organizations. You are an example to us all, and help cut through the stigma so we can bring our whole selves to work."

Parker has written about her mental health and work before. She says she is comfortable with talking about it now, but the idea used to terrify her.

"Even in the safest environment it is still uncommon to be direct with your coworkers about mental health issues," he wrote. "I wanted to call this out and express gratitude for Madalyn's bravery in helping us normalize mental health as a normal health issue."

Madalyn tweeted this email conversation with his boss and it went viral promptly, racking up nearly 10,000 retweets and more than 33k ‘likes’ – signifying that the exchange struck a chord with a lot of people.

After watching the huge response, Ben further elaborated, saying: “I had no idea my response would become so visible — the reactions revealed that my stance on mental health in the workplace is unconventional, to say the least.”

Unfortunately, he’s perhaps correct on that point too. But optimistically, actions like his – and Madalyn’s – will help people acknowledge the importance of mental health and break down the stigma.  After all, just like physical we all have mental health too, and according to statistics, 1 in 4 of us experience mental illness each year.

For a lot of us, the workplace is where we spend most of our day, and so it’s to be expected that our work lives and health needs cross over –however, they are mental or physical, we all need to recognize and take care of them.

The Need For Mental Health & Well-Being At Workplace

Corporate Support for Mental Health

Many companies are recognizing the importance of mental health and are providing resources to help employees manage their well-being. The Employee Assistance Program (EAP) is one such resource. EAPs offer a variety of services that can support mental health, including:

Counseling Services

Counseling services are a cornerstone of EAPs, providing employees with access to professional counselors who can help with stress, anxiety, depression, and other mental health issues. These services are often confidential and can be accessed via phone, online, or in-person sessions, allowing employees to seek help in a manner that suits them best.

Mental Health Workshops

EAPs often organize workshops and training sessions focused on various aspects of mental health. Topics include stress management, work-life balance, mental resilience, and coping strategies. These workshops aim to equip employees with practical tools to manage their mental health effectively.

Confidential Helplines

Confidential helplines are another vital component of EAPs. Available 24/7, these helplines allow employees to speak to trained professionals about their mental health concerns, ensuring that support is always available when needed.

Support Groups

Support groups facilitated by EAPs provide a safe space for employees to share their experiences and receive peer support. These groups can be particularly beneficial for individuals dealing with similar issues, fostering a sense of community and mutual understanding.

Ways to Identify Mental Health Issues in the Workplace

The Benefits of EAPs

Employee Assistance Programs provide numerous benefits, including:

• Improved Mental Health: Regular access to counseling and support services can significantly improve an employee's mental health and overall well-being. Employees can address issues early before they escalate into more severe problems.
• Increased Productivity: Employees who manage their mental health effectively are more productive and engaged in their work. When mental health is prioritized, employees are better able to focus, make decisions, and perform their tasks efficiently.
• Reduced Absenteeism: By addressing mental health issues early, EAPs can reduce the number of sick days taken due to stress and other mental health problems. This results in a more consistent and reliable workforce.
• Enhanced Workplace Culture: Promoting mental health awareness and support creates a more inclusive and supportive workplace culture. When employees feel their well-being is valued, they are more likely to be loyal and committed to their organization.

Implementing EAPs: Steps for Success

To implement a successful EAP, organizations should consider the following steps:

• Assess Employee Needs: Conduct surveys or focus groups to understand the specific mental health needs of your employees. It will help tailor the EAP to address the most relevant issues.
• Choose the Right Provider: Partner with a reputable EAP provider that offers a comprehensive range of services and has a track record of success.
• Promote the EAP: Ensure employees are aware of the EAP and know how to access its services. Regularly communicate the availability and benefits of the EAP through various channels, such as emails, intranet, and posters.
• Encourage Utilization: Foster a culture that encourages employees to use the EAP without fear of stigma or repercussions. This can be achieved by having leaders and managers openly support and utilize the EAP themselves.
• Evaluate and Improve: Regularly assess the effectiveness of the EAP and make improvements based on employee feedback and usage data.

EAP Guide: All That You Need To Know

Conclusion

Acknowledging and addressing mental health in the workplace is crucial for employees and employers. By providing resources like EAPs and encouraging open conversations about mental health, we can create a more supportive and productive work environment. Just like Madalyn Parker and her boss, we can all take steps to normalize mental health and help break down the stigma surrounding it. Remember, mental health is just as important as physical health, and it's essential to take care of both.