HR Must Support Employees With Anxiety Disorders Now

Anxiety disorders affect many employees in the workplace, impacting their ability to perform effectively. According to a 2023 study published in the Journal of Affective Disorders Reports, 55% of American adults exhibited clear anxiety symptoms, yet many remain undiagnosed. For those with generalized anxiety disorder (GAD), anxiety is not just an occasional concern but a persistent feeling that disrupts daily life and work.

In professional settings, anxiety can manifest in various ways, such as freezing during presentations, fixating on minor mistakes, or struggling to concentrate due to worst-case scenario thinking. Colleen Marshall, chief clinical officer at Two Chairs, explains that it is not about an employee’s capability to perform their job but rather how anxiety interferes with their ability to engage fully at work.

The urgency for support is underscored by data from ComPsych, indicating that anxiety is the leading reason employees seek mental health assistance. The World Health Organization reports that anxiety and depression contribute to the loss of approximately 12 billion workdays each year, costing the global economy around $1 trillion in lost productivity.

Despite these alarming statistics, many individuals hesitate to disclose their anxiety to employers due to stigma. While supervisors and HR cannot compel employees to share their mental health struggles, they can cultivate an inclusive and supportive culture that encourages openness and understanding.

Recognizing the signs of anxiety is critical, yet often subtle. Symptoms may include difficulty concentrating, fatigue, irritability, and physical manifestations like headaches or stomachaches. Marshall notes that noticeable changes in an employee’s behavior—such as withdrawal from conversations or increased tension—can indicate anxiety. However, it is vital to respect employees’ boundaries and avoid acting as their therapist.

To foster a supportive environment, HR professionals and managers must receive training to identify signs of anxiety and engage in open, judgment-free discussions. Keren Maldonado, a director at SHRM, suggests equipping managers with resources to help them differentiate between personal challenges and performance issues. This approach should include regular check-ins and an emphasis on empathetic leadership.

Employers should also ensure that mental health benefits are readily available. According to SHRM’s 2024 Employee Benefits Survey, 90% of employers offer mental health insurance coverage, while 82% provide employee assistance programs (EAPs). Other beneficial offerings include access to meditation apps like Calm and Headspace, personal coaching, and onsite stress management programs.

Employers can also implement recognition programs to reinforce positive performance and boost employee confidence. It is essential to normalize discussions around mental health in the same way as other workplace benefits, ensuring that wellness initiatives are inclusive and available to all employees.

Accommodations for anxiety should not be one-size-fits-all; rather, they should be tailored to individual needs. Common accommodations include flexible work schedules, designated rest areas, and adjustments to minimize anxiety triggers. The Job Accommodation Network suggests various options, such as fidget devices or noise-canceling headphones, to help employees manage their symptoms.

Creating a workplace that prioritizes mental health requires a commitment to empathy and individualized support. By fostering an inclusive atmosphere and offering tailored accommodations, employers can empower employees to thrive while effectively managing their anxiety. As Marshall states, the goal is to create a workplace where employees feel safe seeking help and know that support will be available when needed.