Conversations about worker mental health often gravitates toward conditions like depression or anxiety, which are issues that can negatively impact safety and performance. But mental health is much broader. It spans the entire spectrum of human emotions and behaviors: from stress and sadness to excitement and pride. Every point on that spectrum influences how employees engage in their work.

For example, an employee feeling overly confident might bypass safety protocols, while someone struggling with focus due to stress or depression could inadvertently put themselves in harm’s way. Mental health goes beyond avoiding illness; it involves understanding how emotional well-being shapes decision-making, safety, and productivity.

Under the federal Americans with Disabilities Act (ADA), employers may ask for reasonable documentation of employees’ limitations when conditions aren’t obvious or when they don’t already have enough documentation. This step occurs when employees ask for accommodations as part of an interactive process with employers. Once employers have enough information, they shouldn’t ask for updated documentation unless something has changed.

An employer learned that asking for updated documentation and pausing the accommodation process didn’t sit well with the Equal Employment Opportunity Commission (EEOC) or a court.