Reach out to Employees with Depression

03/07/07

Studies show that lost productivity due to employee depression costs employers more than $44 billion a year. One worker in every 10 is diagnosed with a depressive disorder. Fortunately, you can do something about it: Reach out to your employees and, at the same time, protect your company’s bottom line. Click here to learn more.

Depression is a serious problem, and for those affected, it touches every aspect of their lives. In the workplace, it decreases productivity and increases absenteeism. The problem may be more pervasive than previously thought.

Consider:

Employees with depression are generally less productive, costing employers an estimated $44 billion a year in lost time.

One of every 10 workers is diagnosed with a depressive disorder.

Depressed workers, on average, cost employers 5.6 hours of productivity every week.

81 percent of the lost production is attributed to compromised performance while on the job — not to absenteeism.*

Legal considerations
Generally, you cannot discriminate against employees who have depression or other mental illnesses. The Equal Employment Opportunity Commission has ruled that attempts to screen out employees on the basis of mental illness, including depressive and anxiety disorders, constitutes discrimination under the Americans with Disabilities Act (ADA).

The ADA considers chronic mental illness a disability not unlike any other disability under the law. Those with chronic depressive or anxiety disorders may, under certain circumstances, fall into a protected class. The employer may need to provide reasonable accommodation to these individuals to help ensure the success of their treatment - provided the accommodation does not create an undue burden on your business. Some examples of reasonable accommodation may include a longer lunch period so the employee can attend a therapy session or planning travel to allow for adequate sleep time.

The good news
With advances in pharmacology and new techniques in cognitive therapy, depression is responsive to treatment in the majority of cases. Still, affected employees can use some help and support from their employers.

The role of Employee Assistance Programs
There is a way for you to reach out to these affected employees - your company can offer an Employee Assistance Program (EAP) that may make a difference. These programs provide a way for employees to seek help confidentially. Most EAPs will show employees how to get help, where to find doctors and how to cope with the illness. The program also can be a great tool for HR professionals and managers who deal with employees affected by depressive and anxiety disorders. Education and motivation can often have a positive impact on an employee’s recovery as well. For example, a recent study published in The Journal of the American Medical Association found that doctors were able to significantly improve recovery rates from major depression by supplementing drug therapies with several telephone counseling sessions.

What you can do

Provide a positive and receptive environment in which workers with problems can come forward without fear of negative consequences.

Post your EAP information in a prominent place to be sure your employees know about all the benefits your plan offers.

Supervisors and coworkers need to be aware of the symptoms of depressive and anxiety disorders and, if appropriate, recommend that the worker seek help.

Source: Mental HealthWorks, Second Quarter, 2003.