How will I know if someone is becoming unwell?
In the workplace, mental illness may be affecting someone if their work performance is sliding and they are experiencing problems in relating to other staff. Research says that a change in work performance is one of the earliest warning signs of mental illness. It is also known that the sooner a person’s mental illness is treated the more able they will be to manage its impact on their life. The faster the onset of an individual period of episodic mental illness is recognised, the more likely that its impact will be minimised.
Therefore, it is important to discuss with an employee, any negative changes you have noticed that are about work performance or how they are relating to others, as soon as possible.
When might I talk about it with them?
Hold regular one-on-one ‘catch-up’ sessions with all staff to discuss their work role and surrounding issues. Always enquire about workplace stress and physical and mental wellbeing, but bear in mind your obligations to maintain the person's rights to privacy—see 'Related Links'.
How do I raise my concerns?
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Begin the conversation by asking the employee about their perceptions of their work performance and how they are relating with other staff.
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Show non-judgmental understanding of their initial response, they are not likely to be open to change if they feel judged by you.
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Ask if they are aware of changes to their work performance and in response, share your concerns about their performance
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If the employee agrees with your observations then ask if they are aware of anything that might be affecting their work performance/relationships. This may give them the opportunity to discuss workplace stress, or disclose mental illness.
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If they tell you that they have a mental illness, inform them about possible accommodations and flexible work practices that can relieve stress and enable recovery from periods of mental illness. JobAccess Advisors can provide information about these.
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Inform the employee that they have an obligation to seek medical treatment for an illness that is affecting their work, as it could become an occupational health and safety issue. For more information refer to your State’s Work Cover authority—see 'Related Links'.
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Come to an agreement about workplace accommodations that can support their recovery and relieve stress.
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Assure them the conversation will remain confidential, unless they prefer to inform others.
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Discuss ways to explain to other staff why they are working in a different way (accommodations) in a manner that doesn’t betray the person’s privacy and confidence.