How to Support Employees With Depression

What is depression?

Depression is a common mental health condition and mood disorder that is characterised by continuous feelings of sadness, lack of motivation or interest in things, and low energy. There are many factors that can cause depression, and it is experienced by people of all ages, genders, and backgrounds.

There are four main types of depression that people can experience:

• Clinical depression: Also known as Major Depressive Disorder, people with clinical depression may experience prolonged low moods that last for weeks, months, or years if left untreated.
• Postnatal depression: Experienced by new parents, who can become depressed after welcoming a child.
• Seasonal affective disorder (SAD): Seasonal changes can affect people and cause them to experience periods of depression.

Depression can develop over time or appear suddenly, even without a clear trigger or cause. While work might not always be a cause of an employee’s depression, the working environment might make symptoms worse and can impact how well an employee performs.

Signs of depression in employees

Everyone experiences depression differently. Symptoms can vary from mild to severe, and it might not always be obvious that an employee is dealing with depression. However, it is important to be aware of the most common symptoms so you can identify any possible issues early and implement preventative measures before they develop into something bigger.

There are three main categories of symptoms that we have outlined below:

Psychological symptoms

Psychological symptoms of depression impact an individual’s thoughts, feelings, mood, and emotional wellbeing. Examples include:

• Persistent low moods, sadness, and hopelessness
• Feelings of worthlessness or excessive or inappropriate guilt
• Increased irritability and intolerance
• Heightened anxiety and nervousness
• Difficulty concentrating
• Lack of motivation
• Thoughts of life not worth living, or not wanting to be here

Psychological symptoms of depression can make work feel overwhelming or more difficult to complete.

Physical symptoms

Depression can also affect physical health, with individuals experiencing symptoms like:

• Low energy
• Increased tiredness and disturbed sleep
• Changes in appetite
• Weight changes

These physical symptoms of depression can make individuals feel less productive and increase the amount of time they spend off work sick.

Behavioural symptoms

Employees experiencing depression may also display behavioural changes, for example:

• Social withdrawal and avoiding contact with others
• Reducing time spent on hobbies
• More conflict with others
• Appearing disengaged or quieter at work

How can depression affect an employee?

As an employer, it is important to look after the mental health of your employees. Poor mental health, such as depression, can negatively affect your employees and, by extension, your business.

Individuals experiencing symptoms of depression may not perform as well at their job, for a number of reasons:

• They lack motivation or energy
• They have a new lack of confidence in themselves and their ability
• They are more critical of the work they do
• They are more likely to procrastinate
• They find it more challenging to prioritise and make decisions
• They struggle to communicate as effectively with colleagues
• They are more forgetful

Poor mental health can also result in higher levels of absenteeism and presenteeism, which can both impact the volume and quality of work being completed.

How to talk to an employee about depression

It can be challenging as a manager to start a conversation with an employee about their depression. However, open, empathetic conversations can be important in making your team members feel supported.

When speaking to a member of your team you believe to be struggling with their mental health, you should:

• Choose a quiet and private space that your employee is comfortable with
• Share observations about the changes in their mood or behaviour they have been exhibiting, without making assumptions about the cause
• Allow your employee time to speak and respond without interruption
• Listen to your employee without judgment
• Aim to understand how your employee is feeling, rather than trying to immediately solve the problem

Conversations with your team about their mental health should be confidential, and information should only be shared when necessary or with appropriate consent. For example, if you believe the individual is at risk of harming themselves or others.

Tips for managing an employee with depression

While open communication is important in supporting employees with depression, implementing practical workplace actions is also necessary. We outline some top tips below:

Implement flexible working arrangements

Employees with depression can experience symptoms that benefit from flexibility in working times and schedules. For example, difficulties sleeping and oversleeping are common symptoms of depression that can be addressed by allowing staff to start work earlier or later than usual, depending on their needs. This can help them feel more productive.

Flexible working can also help overcome challenges such as commuting during busy times or in the dark, and accommodate personal appointments like therapy and doctor’s appointments.

Make reasonable adjustments

Reasonable adjustments are there to help remove any barriers or areas of friction for individuals facing disadvantages as a result of a disability.

Employers are required to make reasonable adjustments for their employees by law if that employee’s depression is considered a disability. Depression may be considered a disability if it has a substantial, long-term impact on an individual’s ability to carry out day-to-day activities.

Reasonable adjustments can include adjusting deadlines and priorities, providing written instructions and task lists, allowing additional breaks, or offering quieter workspaces.

Communicate and don’t assume

As depression impacts everyone differently, it is important that you don’t make assumptions about what reasonable adjustments they need or would find helpful.

Some people might need changes made to their work routine, whereas others might prefer if everything stayed the same. Similarly, some people might find a leave of absence necessary, whereas others might need the normal 9-5 structure to help them get through the day.

The best way you can support an employee with depression is by communicating with them, asking open questions about how they are feeling, and listening to what they say they need in terms of support.

Be honest and keep promises realistic

When speaking to your employee about their depression, it is important to be honest and keep promises realistic. As an employer or manager, you should avoid making commitments that you cannot uphold.

For example, you shouldn’t promise changes to their working schedule or hours if you first need to get approval from other managers or HR professionals. You also shouldn’t promise full anonymity if you might need to disclose their situation to other people within the business or to an external mental health professional.

Being open and honest reduces the risk of misaligned expectations and can also build trust between you and your employees.

Develop a positive workplace culture

Organisations with a positive, supportive workplace environment can make it easier for employees experiencing mental health challenges to seek help.

Promoting mental health awareness, providing mental health training for staff, and ensuring your team knows what support is available and where they can access it can all help reduce mental health stigma.

Arrange regular check-ins

Checking in with your team members regularly can help you review how work is going and whether anyone is in need of any further support. This is beneficial for staying updated on how your team is doing with their wellbeing as well as their workload.

These regular meetings also offer employees a platform for coming forward about any challenges they are facing without fear of judgment. For some people, this is easier than having to directly approach you about their mental health.

Signpost to available support

As an employer or a manager, you should be able to guide your team members to the support that’s available to them. This can include Employee Assistance Programmes, workplace counselling or therapy services, and mental health training and resources.

Some employees may require help beyond what you can provide, so encouraging employees to access professional support can help them receive the care they need.

Supporting an employee returning to work after depression

Returning to work after a period of absence due to depression can feel daunting. As an employer and a manager, you can play an important role in helping the transition back to work feel manageable for your employees.

Before your employee returns to work, it can be beneficial to arrange a conversation where you discuss what support they might need. This allows you and your employee to agree on practical steps that will make their return to work easier.

You can also agree on the best way for them to return to work. Some employees may benefit from a phased approach, where they work reduced hours or have a reduced workload while they settle back into their role. This can prevent them from feeling too overwhelmed too quickly.

Open communication, regular check-ins, and clearly established and agreed-upon interventions are key to a successful return to work process that allows employees to rebuild confidence in their role and re-establish routines with reduced pressure and responsibility.

Get mental health support for your staff with Onebright

At Onebright, we work closely with employers to deliver expert workplace mental health services, including mental health counselling and therapy, neurodevelopmental assessments, consultancy and training.

We support over 200 businesses across the UK and are dedicated to improving their mental health provisions and building a happier, healthier workplace.