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Supporting employees in the workplace

As a manager, you have a role in supporting a mental wellness culture. Part of caring for employees—and attracting and retaining talent—is your ability to create an inclusive culture that allows employees to bring their best to work. 

Individuals, in general, want to have a sense of purpose, contribute, and do good work. When you see an employee struggling with performance, it is important to have a performance discussion to address concerns early on with a focus on showing concern and exploring what you can do to help the employee improve their work-related efficiency.

Here are some tips when talking with employees: 

Talk with your team

  • Share the programs your company has available
  • Perhaps it’s an EAP, or a meditation class, or gym membership
  • Talk about your experiences for relieving stress and anxiety

Listen when an employee is talking

  • Employees may disclose that they’re struggling with mental wellness or caring for a family member or having a work issue
  • This may occur proactively or as part of a performance discussion
  • This may feel uncomfortable to you, but it doesn’t have to
  • Once you know what’s going on for the individual, you can help them succeed at work

Have a successful conversation

  • Be empathetic but do not pry (remember, it’s personal)
  • Listen for a need for FMLA leave or accommodation – you may have an obligation to the employee
  • Be aware of your own bias and do not discriminate against the individual now or in the future

Keep in mind

  • Initiate a performance discussion and focus on performance observations - don’t assume there is a non-work-related issue
  • When there’s no explicit performance issue, but you sense that an employee is struggling, you should limit any question to “how are you?”
  • The employee can choose to engage or not; it’s important not to insist that an employee engage, or to pry
  • Remember, your employees have personal lives and are not obligated to talk with you, and especially not if there is no performance issue

Know when to engage HR

  • When you feel a performance discussion will escalate or if it has escalated
  • When you feel unsafe or unwilling to have a needed performance discussion
  • Your HR partner can support you and your employee
  • When an employee mentions that they are struggling with depression, anxiety, stress or other mental health related condition

Compliance considerations related to managing employees who may be experiencing challenges with mental health

The information on these pages provide general information about creating a mental wellness culture and helping employees stay at and return to work.  Please bear in mind that these situations may raise legal issues and obligations.  Download our document Common Sense Compliance Guidance for managers and HR when addressing mental health in the workplace for more information on compliance considerations related to managing employees who may be experiencing challenges with mental health. We also recommend that you consult employment counsel for legal advice.

Understanding and maximizing your organization's employee assistance program

An Employee Assistance Program or EAP is a benefit offered by many employers to provide resources to employees and their families to help them navigate life. Via toll-free call or online visit, employees can access the service and get information and counseling on a host of topics ranging from finding childcare to managing relationships to managing finances. Employees specifically in need of confidential emotional support can typically talk with clinicians who can listen to their issues and help direct them on how to pursue the care they need. EAPs often offer a wide range of services, including employee webinars. If you are unfamiliar with what your EAP provides, we suggest talking with your HR team.  

To be clear, having an EAP is important because it provides your employees with easy access to help, someone to talk with, information and resources, so that even the smallest issue or concern becomes manageable.

It's important for employee's to know that first and foremost, EAP consultations are private. Many employees have the misconception that counselors will share their sessions with their employers, but that’s not the case. EAP services are strictly confidential. The only exception is if employees indicate wanting to harm themselves or others. In that case, the therapist or counselor has a responsibility to report it to the appropriate people. 

 

Another barrier to using EAPs could be confusion surrounding cost. Many EAP services have a healthcare component, so employees might assume they’re responsible for a copay or deductible. This misconception could deter employees from seeking much-needed support. To be clear, EAP counseling services are free to employees and entirely covered by the employer. 

 

A third misconception about EAPs is that employees have to ask HR for permission to use the services. Or that they need their managers to sign off on it. Again, this isn’t true. Employees may access EAPs at their convenience. 

 

When you communicate to employees about their EAP program, we suggest that you underscore three core tenets: Private, No-Cost, and Easy Access to Services. 

It's important to remind employees about their EAP resources throughout the year, so that when they need to access the services the most, they'll know what's available to them. Here are a few suggestions: 

  1. During benefits season. Ask your HR team to talk about the EAP program as part of the benefits discussion. 
  2. In the rest rooms. Ask your EAP provider for a poster that you can hang in restrooms to notify employees who work on-site about how to seek care if needed. 
  3. On your company's intranet. Make the EAP information searchable, so that employees who are wary, don't have to call HR for the contact information. 
  4. In employee newsletters or announcements. Periodically send a reminder to employees about the program offerings. If you have regularly scheduled outreach, perhaps you choose a new topic each quarter. 
  5. In response to regional or national concerns. For example, if your employees have experienced a natural disaster, like a flood, it may be helpful to remind them that their EAP can help with practical matters and personal concerns, like the anguish that comes from losing a home or being displaced. 

The EAP program offered through Sun Life gives employees and their families direct 24/7 access to no-cost, confidential services including short-term personal counseling, Work-Life assistance, and legal and financial guidance. The services are provided by ComPsych Corporation, the world’s largest provider of employee assistance programs and a pioneer of fully integrated EAP.  

Learn more and read important disclosures or ask your Sun Life representative for information about your program. 

Resources

United Way | dial 211

National Suicide Prevention | Hotline 1-800-273-8255

NAMI.org

Afsp.org

Mental health

"Untreated mental illness in the workplace costs businesses $105 billion each year mostly due to lost productivity."

 Mental Health First Aid

This content is not to be considered legal advice. We recommend that Clients speak with legal counsel. 

Group insurance policies are underwritten by Sun Life Assurance Company of Canada (Wellesley Hills, MA) in all states except New York. In New York, group insurance policies are underwritten by Sun Life and Health Insurance Company (U.S.) (Lansing, MI).

© 2021 Sun Life Assurance Company of Canada, Wellesley Hills, MA 02481. All rights reserved. Sun Life Financial and the globe symbol are registered trademarks of Sun Life Assurance Company of Canada. Visit us at www.sunlife.com/us.

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