Navigating a mental health crisis in the workplace

As mental health becomes a more prominent concern in professional environments, employers must be equipped with the right knowledge to handle these situations effectively. While employers are not expected to act as mental health professionals, they can play a critical role in ensuring the safety and wellbeing of their employees during a delicate situation.

Understand the scope of your role

One of the most important things for employers to recognise is the limitation of their role in mental health crises. Employers can offer support, provide access to resources, and create a safe environment for their employees, but they are not equipped to diagnose or treat mental health conditions. It’s crucial to respect professional boundaries and know when to involve qualified mental health professionals.

Employers should focus on being compassionate, offering accommodations when necessary, and facilitating access to professional help. This approach helps balance the need to maintain a productive workplace while ensuring the employee feels supported during their mental health challenges.

Dos: How to support an employee in crisis

The first step in responding to a mental health crisis is to remain calm. When approached with empathy and understanding, a situation that might otherwise escalate can be de-escalated. A calm and compassionate response can provide immediate relief to the employee, helping them feel understood and supported.

Safety is the immediate priority. If there is any risk that the employee may harm themselves or others, it’s vital to act swiftly by contacting emergency services. Ensuring everyone’s safety must take precedence over all other concerns.

Once safety is secured, offer active listening. Make sure the employee feels heard by acknowledging their feelings and showing your support. Providing a private, quiet space where they feel comfortable to share what they are going through can help them open up without feeling exposed.

Encourage professional support. While your role is not to diagnose or counsel the employee, you can offer immediate support by encouraging them to seek help from mental health professionals. Additionally, if your company offers an Employee Assistance Program (EAP), ensure the employee knows how to access it.

Respecting the individual’s privacy is also crucial. Only share information about the situation with people who need to know to provide appropriate support. Confidentiality helps protect the employee’s dignity and wellbeing.

Ensure you follow up. After the immediate crisis has passed, check in with the employee to ensure they are receiving the help they need.

Don'ts: Mistakes to avoid in a mental health crisis

Never attempt to provide advice or counselling unless you are a qualified mental health professional. Unqualified advice can do more harm than good, so focus on facilitating access to the right resources instead.

If there is a risk of self-harm or harm to others, do not leave the employee alone. Stay with them until professional help arrives. If the employee is working remotely or overseas, try to encourage someone they trust to stay with them until professional help can be arranged.

Never make judgments or assumptions about the employee's condition. Mental health issues are highly individual, and making assumptions about their severity or impact can be harmful and discouraging.

Lastly, avoid promising complete confidentiality if the individual’s safety is at risk. Be transparent about the fact that you may need to involve others for their protection but emphasise that this is to ensure their safety.

Responding to a serious concern for a colleague or employee’s mental health requires both compassion and professionalism. Remember, the goal is not to solve the problem but to ensure the individual feels supported and guided toward the right resources.

To read more, download our whitepaper: Navigating mental health for employees: Before, during and after crisis point.