Should I talk to HR about my mental health?

An Honest Look at the Pros, Cons, and Everything In Between

The question of whether to confide in HR about your mental health is one I've heard countless times in my career coaching practice. And the answer, unfortunately, isn't a simple yes or no. It's a decision fraught with nuance, one that requires careful consideration of your unique situation, your workplace culture, and the potential risks and benefits involved.

I remember a client, Sarah, who was struggling with anxiety and depression. Her workplace was high-pressure, and the toll on her mental health was becoming unbearable. She confided in me her fear of speaking to HR, worried it might jeopardize her job or brand her as "unreliable."

Unfortunately, Sarah's story isn't unique. The stigma surrounding mental health in the workplace, though slowly diminishing, still lingers. And while there are laws that protect employees from discrimination, the reality can be much more complex.

Understanding the Landscape

Mental health issues are incredibly common, affecting millions of people worldwide. In fact, the World Health Organization estimates that depression and anxiety cost the global economy $1 trillion each year in lost productivity.

While employers are increasingly recognizing the importance of mental well-being, the workplace can also be a source of stress, anxiety, and even trigger or exacerbate existing mental health conditions.

The Potential Benefits of Talking to HR

Support and Resources:

HR can open the door to a range of supportive resources. For instance, they can connect you with resources like Employee Assistance Programs (EAPs), and help arrange flexible work schedules or remote work options to accommodate your needs. Additionally, HR might provide access to wellness programs, stress management workshops, or even meditation and mindfulness classes.

Reasonable Adjustments:

If your mental health condition meets the definition of a disability, your employer may be required to provide reasonable adjustments to help you perform your job effectively. This could mean adjusting your workload, providing a quieter workspace, allowing flexible hours, or enabling remote work. For example, if you suffer from severe anxiety, you might be allowed to start your day later to avoid rush-hour stress, or if you have depression, you could be given a more flexible schedule to attend therapy appointments.

Reduced Stigma:

Opening up about your mental health can help normalize the conversation and reduce stigma in the workplace. When you appropriately share your experiences, it can encourage others to do the same. It might even prompt HR to organize dedicated well-being workshops or provide other resources for all employees. This can create a culture where everyone feels more comfortable discussing mental health issues, leading to a more supportive and empathetic space.

Improved Well-being:

Sharing your struggles can be a relief, and knowing you have support at work can lighten your emotional burden. Even this simple act of connection can restore some level of trust and safety, in turn making it easier for you to achieve your goals, which can boost your self-confidence. Just knowing someone is in your corner can make a big difference in how you feel and perform at work.

Potential Risks and Downsides

Discrimination and Stigma:

Sure, there are some genuine legal protections, but the reality is that some employers may still hold biases (conscious or not) against individuals with mental health conditions. This is why it's so important to take your time and assess which person is the most appropriate to talk to about this delicate and very personal subject.

Career Impact:

It's absolutely normal (and very common) to think that disclosing mental health issues could negatively affect your career advancement opportunities. But the way you share about your challenges can make a huge difference. Can you speak about it in a way that shows that you are willing to take responsibility and find the solutions and support you need? This will all come down to how you feel individually, how brave you can be, and how comfortable you are with the person you'll be talking to.

Privacy Concerns:

While HR is obligated to keep your information confidential, there's always a risk of it being inadvertently shared or used against you - intentionally or not.

If you decide to speak about it, check in internally first: what is a safe level of disclosure for you? You don't need to share details that are private to yourself. This way, if the information "leaks", you won't be affected in a critical way, emotionally, or otherwise.

So, Should You Talk to HR? Factors to Consider:

Listen to your Intuition:

How do you feel about HR? Do you trust them to be supportive and discreet? If you're not sure about it, take some time and have a good long think about it.

Company Culture:

Is your workplace open and supportive of mental health discussions? Are people comfortable talking about their experiences? These are the questions you can ask yourself to help you think through your decision making process.

Severity of Your Condition:

Is your mental health affecting your job performance? Notice what is your ability to concentrate, and the changes in the level of your engagement and motivation to work.

Legal Protections:

Familiarize yourself with your country's laws regarding mental health and employment. This way, you will be informed about available resources and conditions.

Personal Comfort:

How comfortable are you sharing this kind of information with HR? Again, check internally and explore the best ways in which you could approach this.

Alternative Options

Talk to Your Manager:

If you have a good relationship with your manager, they might be a more approachable first point of contact and support. Especially since you might know each other better and spend more time together than with HR.

Seek External Support:

Consider talking to a therapist, doctor, or support group for guidance and support. They can help you prepare the best way for you to approach your work situation. Moreover, they can actually assist you in creating a foundational structure for a work-life balance that can support your growth in an authentic way.

Tips for Talking to HR (If You Choose To)

Be Prepared:

Have a clear idea of what you want to discuss and what kind of support you're seeking. Be aware of the level of disclosure you feel comfortable with and that can get you the support you need. There's no need to share details that are intimate to you.

Focus on Work Impact:

Explain how your mental health is affecting your work performance, and what you need to attain sustainable results, in a balanced way over the long term.

Be Specific:

If you need accommodations, be clear about what you need. If you know what are the areas that can best support you, you will be able to collaborate with HR or your manager to find creative solutions.

Maintain Confidentiality:

Mention to HR that it is important to you that they keep your information confidential.

Your Mental Health Matters

Ultimately, the decision of whether to talk to HR about your mental health is yours. There's no right or wrong answer. Weigh the potential benefits and risks, consider your own circumstances, prepare, and trust your intuition.

Your mental health is just as important as your physical health. Don't be afraid to seek support if you need it.

If you're in any doubt about your HR department's ability or inclination to keep your information private or not bias their decision, seek support from outside of the business. This way, you can be prepared and equipped to navigate the entire situation for the best outcome.

Let's Talk

Have you ever talked to HR about your mental health? What was your experience? Share your thoughts and insights in the comments below. Let's support each other and create a safe space to discuss this important topic.