 the work station, an open-door communication policy and flexible working hours if possible.
So, if you have a mental illness, should you disclose it to your employer? Only you can decide whether or not to let your employer know about your mental illness. Disclosing such information to your employer is the only way to receive any special accommodations you may need. But because of certain stigmas around the issue, you may be opening yourself to discrimination. There are a few things to consider before letting your employer in on your illness.
The first thing to consider is whether or not you may need a third party present when speaking with your employer. This will provide a fair basis for anything being discussed and a witness to any negotiations that are needed. Third parties may include human resources, union representatives, therapists or mental health agency representatives.
Second, weigh the pros and cons about disclosing to your employer. Do you need accommodations? Do you feel it will be better if you are both on the same page?
As well, at this time ask your employer to go over the sick days policy with you in case you may ever need time off for reasons relating to the nature of your illness.
Third, do some research on whether or not your company or workplace has a positive attitude toward hiring employees with a mental illness or if they have ever hired in the past. This can include any past accommodations made for another employee or contacting your human resources department.
It is important to note that you do not need to disclose information at the time of being hired and may choose to disclose at any time during your employment.
Many will choose not to disclose personal information to their employer. In some cases, non-disclosure may lead to more anxiety issues, job loss or medical issues such as high blood pressure due to the stress it may provide. But if special tools, accessibility or accommodations of any kind are needed, it would be best to inform your employer as soon as you are ready.
There may be a variety of benefits to letting your employer know, including a more patriotic approach, leading by example in the war against mental health stigma. If one in four people suffers from mental illness, chances are you are not alone in your workplace and mental illness by no means undervalues a person’s ability to fulfil their job requirements and be successful.
Ultimately, it is a personal decision, but we should not be dismissing the employer of any responsibility on their part either. Employers should be starting to make positive steps toward recognizing mental illness and making the correct modifications.
Carlee Lloyd is a London-area writer. firstname.lastname@example.org