Employers Report Surge In Mental Health Accommodation Requests

According to a 2024 report by Littler, 74% of employers have seen an increase in requests for mental health accommodations or leaves over the past year. Despite this surge, ambiguity and apprehension about requesting and processing these accommodations persist. 

The National Alliance on Mental Illness of New York City (NAMI-NYC)’s Workplace Mental Health Initiative aids employers through training and technical assistance, elevating employees’ lived experiences to shape effective approaches. Mental health accommodations frequently emerge as areas of confusion, raising questions about their nature, eligibility, and implementation.

Accommodations are defined as any change in the work environment or the customary way tasks are performed, enabling an individual with a disability covered by the American with Disabilities Act (ADA) to enjoy equal employment opportunities. However, not all individuals with mental illnesses perceive themselves as having a disability and might not realize they qualify for accommodations. Similarly, workplaces may not fully understand how to support employees with mental illnesses due to stigma and the perceived invisible nature of these conditions.

The Importance of Mental Health Accommodations

It’s crucial for employers to support accommodations proactively, not only to comply with legal obligations but also to enhance organizational outcomes. While mental health leave might be the best solution for some, proactively securing an accommodation can help retain employees in their roles. This approach benefits individuals, teams, and employers by fostering an inclusive and supportive work environment.

Debunking Common Misconceptions About Mental Health In The Work Place

To create a more inclusive workplace, it’s essential to debunk common misconceptions surrounding mental health accommodations. The U.S. Department of Labor offers a free consulting service, The Job Accommodation Network (JAN), that any employee or employer can use for help with accommodations.

1. Misconception: Accommodations Are Only for Physical Disabilities, Not Mental Health Conditions.

Correction: Most employers are legally obligated under the ADA to provide reasonable accommodations for mental health conditions unless it causes undue hardship. Mental illnesses are medical conditions with effective treatments and should be treated as important as other disabilities.

2. Misconception: Accommodations Should Be Used Reactively in Last Resort Scenarios.

Correction: Accommodations can be requested at any time and should be part of an overall preventive wellness strategy. Proactively addressing mental health can prevent crises and promote a healthier work environment.

3. Misconception: Accommodations Are Burdensome to the Workplace.

Correction: Many accommodations are simple adjustments that do not require significant changes. Examples include modifications to communication, scheduling, and work environments. These can lead to increased employee retention, productivity, morale, and diversity.

4. Misconception: Accommodations Are Expensive for Employers.

Correction: A survey by JAN found that most accommodations cost little to nothing. Specifically, 56% of employers reported no cost, while 37% experienced a one-time cost with a median of $300.

5. Misconception: Promoting Mental Health Accommodations Leads to Unfair Advantage.

Correction: The ADA provides clear steps to determine if accommodations are reasonable and necessary. Clear policies and procedures help manage requests properly and consistently, preventing abuse.

6. Misconception: An Employee Needs a Lawyer to Request an Accommodation.

Correction: Employees do not need a lawyer to request an accommodation. They only need to inform their employer of the need for an adjustment due to a medical condition. Employers can request medical documentation to verify the need if not obvious.

7. Misconception: All the Work of Accommodations Falls on the Employee.

Correction: Both the employee and employer share responsibility. Employers can proactively ask how they can help, and JAN provides resources for exploring accommodation options together.

8. Misconception: Requesting Accommodations Reveals Mental Illness to Managers and Teams.

Correction: The ADA mandates confidentiality for disability-related information. Typically, only Human Resources need to know the specifics, ensuring privacy is maintained.

9. Misconception: Requesting an Accommodation Affects Salary and Promotion.

Correction: The ADA prohibits discrimination based on disabilities in all employment practices. If discrimination occurs, JAN can provide guidance.

10. Misconception: Needing an Accommodation is a Sign of Weakness.

Correction: Accommodations are tools that empower individuals to thrive professionally and personally. Supporting accommodations reflects a healthy, inclusive work environment.

The Role of Employee Assistance Programs (EAPs)

Investing in mental health through robust Employee Assistance Programs (EAPs) like Covenant Workplace Solutions’ Lifestyle EAP can transform workplaces. EAPs provide confidential, full-service wellness benefits focusing on improving company productivity by supporting healthy, engaged, and thriving employees.

Benefits of a Comprehensive EAP

• Predictable and Consistent Culture: EAPs help foster a stable work environment.
• Increased Morale and Engagement: Employees feel supported, leading to higher motivation.
• Employee Retention: A supportive work environment reduces turnover rates.
• Enhanced Productivity: Addressing mental health leads to more focused and effective employees.
• Greater Talent Acquisition: A reputation for supporting mental health attracts top talent.
• Time for HR Priorities: EAPs free up HR to focus on other critical tasks.
• Reduced Absenteeism and Presenteeism: Healthy employees are more present and productive.
• Lower Healthcare Costs: Proactive mental health support reduces long-term healthcare expenses.
• Fewer Workplace Accidents: A focused and mentally well workforce is less prone to accidents.

From Mental Health Challenges to Mental Health Solutions

Covenant Workplace Solutions’ Lifestyle EAP is designed to help employees and their families cope with various challenges, providing the highest quality wellness support. Our providers look at the big picture, addressing the specific needs of individuals, couples, or families to help everyone achieve continued wellness and unleash their full potential.

By promoting a clear understanding and implementation of mental health accommodations and leveraging the comprehensive services of a Lifestyle EAP, workplaces can become inclusive and supportive environments for all employees. Let’s commit to dispelling myths about mental health accommodations and advocate for a healthier, more inclusive workplace.

For more information on how a robust EAP can elevate your workplace, visit Covenant Workplace Solutions’ Lifestyle EAP.