The greatest barrier that people with mental illness experience in relation to employment results from stigma and stereotyping among employers and co-workers.
When working with someone who has a mental illness, it is important to focus on their goals, strengths, skills and resources rather than their illness. Treat them with the same respect you would others. People with mental illness are usually experts on their own needs, so if you have any questions about what will make them most comfortable, ask them first.
Most importantly relax. A sincere commitment to being inclusive will compensate for most mistakes.
Mental illness disclosure by a co-worker
Disclosure is a personal choice. There is no legal obligation for a co-worker to disclose or discuss their illness with you or your employer, unless it is likely to affect their performance or ability to meet the requirements of the job, or their ability to work safely. If this is the case, they are generally only obligated to inform their employer.
If a co-worker has disclosed their illness to you, treat the information with respect. It is illegal to discuss their illness with others unless you have been given permission. For more information on rights and responsibilities regarding disclosure and privacy, visit:
A new employee who has a mental illness is likely to feel anxious, with concerns about acceptance by co-workers, and maintaining health in the workplace. Ensure that you create a relaxed and welcoming work environment to assist the new co-worker settle into work.
As with other co-workers, providing regular feedback to your co-worker on work performance or work related behaviour will provide them with direction and increased confidence. This will also minimise stress, which can impact on mental health.
Undertake mental illness training, as it can help
- you feel at ease when communicating and working with a person who has a mental illness
- new co-workers with disability feel supported by you.
If this training is not available in your workplace, talk to your employer about organising it. You may be interested in Mental Health First Aid in the Workplace courses. See the following link for information on courses:
It is always more helpful to speak directly to the person themselves or their employer about issues of work performance rather than ‘suspected mental illness’. You may also enquire about personal factors that might be affecting work performance. If the person chooses not to disclose mental illness, your conversation should focus on work performance.