How employers can help workers who are stressed and depressed

People suffering from workplace stress have been done a disservice by many of the headlines surrounding the recent Germanwings Flight 9525 crash in France, and the deaths of 150 people.

Andreas Lubitz’s concealment from his employers of his treatment for depression has been held up as one of the main causes of what is quite an inexplicable act.

However, in Console’s view, depression would not motivate someone to commit such an act, and many contributory factors will emerge.

As a result of this publicity, the apparent message for those suffering from poor mental health in the workplace is very negative indeed – something that needs to be addressed on a national level by the creation of safe workplaces where people can ask for help and feel supported.

Increasing numbers of people nationwide are finding themselves trapped in a mental health spiral simply because they feel they cannot approach their employers with details of their current – albeit temporary – condition.

As the world of business becomes ever less personal, and the stakes grow higher, we have seen many people plunged into what we feel is short-term mental turmoil due to problems that they feel that they cannot solve at the time.

These problems may involve dealing with superiors or peers who present what appears to be a difficult challenge; financial situations that will not resolve themselves easily; impending work reorganisation – or the fear of these things.

In almost all cases, we find that a person will ruminate on the particular problem over a period of time, often losing sleep and almost exclusively dedicating their thinking to this one issue.

Console’s view is that with proper supports, anyone with a mental health difficulty can find ways to cope, and lead a productive and fulfilling life. In the middle of this situation, it is often very hard to see a clear path without outside help.

We find that we are dealing with more of these cases all the time through our helpline.

Sometimes, the work issue resolves itself, and the world moves on. However, the person at the centre of it may by then be undergoing some form of treatment, and trying to battle against continuing lack of sleep, a feeling of fuzziness, detachment or a lack of concentration.

At that juncture, another stage of situational workplace depression kicks in, driven by fear that the person will somehow be “found out” by their employer.

The person often loses all confidence in their ability, and even simple tasks such as writing emails seem to take an age, and are often deleted and started again as indecision kicks in.

It is then that we see a hopelessness emerge as the person begins to convince him or herself that they are somehow going to lose their job as a result of the trauma that they have gone through but can’t control.

Thankfully, many people at this stage talk to professionals, who may advise them that they need to let their human resources department know what they are going through.

This gives the company a chance to metaphorically put their arms around an employee and help the person through this difficult time. It also gives added protection to the employee.

This is fine in an ideal world, but, in reality, many human resources departments do not actively promote their engagement with mental health issues, and do not have either an open door policy or an employee assistance programme.

As a result, there are thousands of people fighting a battle in secret that is exacerbating their condition, rather than easing it.

One in four people will suffer a mental health episode during their lives – most recover fully.

We believe employers need to take a proactive approach to the prevention and management of mental health issues, so that all staff, at all times, know they can confidentially seek help without fearing that their future career will be harmed.

If more companies went down this road, a support network could be in place to allow people to discuss the seemingly impossible issues that are affecting them in the first place – thus preventing must of their situational anxiety.

Paul Kelly is the CEO of Console, the suicide prevention and bereavement charity that offers counselling services and 24-hour helpline (Freephone 1800 247 247).

Console has also published Breaking the Silence, a guide to responding to suicide in the workplace, at www.console.ie