It takes the EEOC many pages to define a "mental disability." Approximately 58 million Americans—about one in four adults—experience a mental health impairment in a given year. One in 17 individuals lives with a serious mental health impairment, such as schizophrenia, major depression, or bipolar disorder.
Common mental impairments
- Bipolar disorder is a medical illness that causes extreme shifts in mood, energy, and functioning. It is a chronic condition with recurring episodes of mania and depression that can last from days to months and often begin in adolescence or early adulthood.
- Borderline personality disorder (BPD) is an often misunderstood, serious mental illness characterized by pervasive instability in moods, interpersonal relationships, self-image, and behavior. This emotional dysregulation can disrupt family life, work, long-term planning, and a person's sense of identity.
- Major depression is persistent and can significantly interfere with thoughts, behavior, mood, activity, and physical health. Major depression is a leading cause of disability in many developed countries.
- Obsessive compulsive disorder (OCD) occurs when an individual experiences obsessions and compulsions for more than an hour each day in a way that interferes with life.
- Panic disorder occurs when a person experiences recurrent panic attacks, with ongoing anxiety or avoidant behavior that persists for weeks or longer; it may also be diagnosed when fears of additional attacks become constant.
- Post-traumatic stress disorder (PTSD) is an anxiety disorder that can follow exposure to a traumatic event and can cause persistent re-experiencing of the event, avoidance of reminders, and intensified emotional responses that interfere with functioning.
- Schizophrenia often interferes with a person's ability to think clearly, distinguish reality from fantasy, manage emotions, make decisions, and relate to others.
- Seasonal affective disorder (SAD) is characterized by recurrent episodes of depression—typically in late fall and winter—alternating with normal or elevated mood the rest of the year; it is usually described as a seasonal pattern of other mood disorders rather than a separate disorder.
Organizations and service providers that work with people who have disabilities may also need specialized coverage; for example, consider Developmental Disabilities Services Insurance for programs that provide direct services.
Workplace accommodations that may help
Maintaining stamina during the workday
- Provide flexible scheduling
- Allow longer or more frequent work breaks
- Allow the employee to work from home part of the day or week
- Provide part-time work schedules
Maintaining concentration
- Reduce distractions in the work area
- Provide space enclosures or a private office
- Allow use of white noise or environmental sound machines
- Allow soothing music using a portable player and headset
- Increase natural lighting or provide full-spectrum lighting
- Plan for uninterrupted work time
- Allow for frequent breaks
- Divide large assignments into smaller tasks and goals
- Restructure the job to include only essential functions
Staying organized and meeting deadlines
- Make daily to-do lists and check items off as completed
- Use calendars to mark meetings and deadlines
- Remind the employee of important deadlines
- Use electronic organizers
- Divide large assignments into smaller tasks and goals
Dealing with memory deficits
- Allow the employee to tape-record meetings
- Provide type-written minutes of each meeting
- Provide written instructions and checklists
- Allow additional training time
Working effectively with supervisors
- Provide positive praise and reinforcement
- Provide written job instructions
- Develop written work agreements that include agreed accommodations, clear expectations, and consequences for not meeting standards
- Allow open communication with managers and supervisors
- Establish written long- and short-term goals
- Develop strategies to address problems before they arise
- Develop a procedure to evaluate accommodation effectiveness
Interacting with coworkers
- Educate all employees about the right to accommodations
- Provide sensitivity training to coworkers and supervisors
- Do not require employees to attend work-related social functions
- Encourage moving non-work-related conversations out of work areas
Handling stress and emotions
- Provide praise and positive reinforcement
- Refer to counseling and employee assistance programs
- Allow telephone calls during work hours to doctors or support people
- Allow the presence of a support animal when appropriate
- Allow the employee to take breaks as needed
Maintaining attendance
- Provide flexible leave for health problems
- Provide a self-paced workload and flexible hours
- Allow the employee to work from home when feasible
- Provide part-time schedules or allow make-up time
Dealing with change
- Recognize that changes in the office environment or supervisors can be difficult for some employees
- Keep open channels of communication between the employee and both outgoing and incoming supervisors during transitions
- Provide regular meetings to discuss workplace issues and productivity
For facilities that offer services or need property and liability coverage, review options such as Development Disabilities Facilities Insurance to make sure operations are protected.
Frequently Asked Questions
What is a reasonable workplace accommodation for someone with a mental health impairment?
Reasonable accommodations are changes that enable an employee to perform essential job functions, such as flexible scheduling, private workspace, or written instructions, provided they do not create undue hardship for the employer.
How should an employer decide on accommodations?
An employer should engage in an interactive process with the employee to identify limitations and practical accommodations that address job tasks and workplace needs.
Can an employee request confidentiality about their condition?
Yes; employers should keep medical information confidential and share it only with those who need to know to implement accommodations.
Are support animals allowed in the workplace?
Support animals may be allowed as an accommodation when they are necessary for an employee's functioning, subject to evaluation of workplace safety and undue hardship considerations.
If you want to review coverage or discuss options with an insurance professional, you can talk to an agent.