Accommodating Mental Health Requests
In today’s high-stress environment, it is estimated that up to 20 percent of employees may be dealing with some form of mental health problem. The following steps to take in managing accommodation requests for mental health issues in compliance with the ADA are provided by Brightmine:
Increase awareness about mental health conditions. These can include addiction, anxiety, bipolar disorder, depression, obsessive-compulsive disorder, panic attacks, PTSD and seasonal affective disorder (SAD).
Determine whether or not the ADA actually applies.
Focus more on meeting accommodation obligations, vs. extensive analysis to diagnose the employee’s condition (recommendation from EEOC).
Know when to approach an employee who has not asked for accommodation. According to EEOC, if an employer knows or has reason to know that an employee has a disability, that they are experiencing workplace problems because of it, and that the disability prevents the employee from requesting a reasonable accommodation, the employer should initiate the process. Otherwise, only general job-related inquiries should be made.
Begin the interactive process. There is no one “correct way.” The employer should therefore approach the employee in the way the employer deems to be the most productive.
Evaluate possible accommodations. Consideration of the essential job functions performed by the employee can provide some guidance.
Maintain confidentiality! Share details only with parties who have a genuine need-to-know.
Train supervisors on company policies and procedures and on ADA requirements.
