• Worker flexibility, policies, training, resources, and good communication further show a company’s commitment to wellness.

Employers can create a culture that supports employee health and well-being. Here are some ideas to consider:

• Be flexible with leave: Allow sick days to be used for reasons relating to mental health and provide periods of leave for therapy appointments. The Americans with Disabilities Act (ADA) and Family and Medical Leave Act (FMLA) can apply when leave is requested for mental health care; make sure supervisors understand this.
• Create flexible schedules: Offer flexible scheduling options that give workers more control over when work gets done. Set boundaries around after-hours emails and other communication.
• Set policies: Use anti-harassment and anti-bullying policies to support a respectful workplace. A negative work environment strains mental health and worker well-being.
• Train leaders: Leaders should understand the importance of mental health issues and how they impact the workforce. Leaders can set a proactive tone by championing policies that support mental health and by prioritizing the leader’s own mental health care.
• Train supervisors: Train supervisors to recognize warning signs of mental health issues. Supervisors should know how to respond appropriately and refer individuals to resources. In addition, training in communication and emotional intelligence fosters a supportive work environment.
• Promote resources: Use flyers, posters, and the company intranet to publicize an employee assistance program (EAP) and other mental health resources. Emphasize that assistance programs are confidential.
• Team communication: Share information about physical, mental, and financial health resources during team meetings.