For employees seeking help for mental health challenges or accommodations, these resources outline actionable steps and external support options. 

• Requesting Mental Health Accommodations at Work – Learn how to request accommodations under the ADA and understand your rights. 

Deciding whether to request a mental health accommodation at work can feel overwhelming. While you are never required to disclose your condition, sharing it becomes necessary if you want formal support.  

Knowing your rights, understanding your options, and approaching the process thoughtfully can help you advocate for yourself, get the accommodations you need, and stay in control of your personal information. 

• Disclose only if needed – Share what’s necessary to request support; it’s your choice.
• Know your options – Flexible hours, workload adjustments, breaks, quiet space, remote work, or time off.
• Talk to the right people – HR, accommodations officer, or supportive manager; EAPs can guide.
• Focus on function, not diagnosis – Explain how your condition affects work and what accommodations help.
• Protect yourself – Document the process, know your rights, and take care of your well-being. 

Guidance for safely and intentionally disclosing mental health experiences at work. 

• Sharing About My Own Mental Health at Work – Tips for when, how, and with whom to share your mental health experiences while maintaining privacy and professionalism. 

Mental health affects everyone, but it’s often not discussed at work. Sharing your experiences thoughtfully can help create a supportive environment, reduce stigma, and allow colleagues to understand you better. Intentional sharing can foster trust and help others feel comfortable speaking up. 

• Decide what and when to share – Only disclose what feels appropriate and maintain professional boundaries.
• Pick the right person or setting – Trusted managers, HR, EAP counselors, mentors, or peer networks can offer support and guidance.
• Focus on experiences – Talk about feelings, coping strategies, or challenges rather than diagnoses.
• Share with purpose – Explain temporary challenges, request support, or provide context for performance or workload.
• Start small and build comfort – Short, intentional disclosures can gradually create a culture of openness.
• Lead by example if you’re a manager – Check in regularly, listen, and offer support without judgment. 

Resources to help employees recognize distress in colleagues and provide compassionate, appropriate support. 

• Supporting a Colleague’s Mental Health at Work – How to notice changes, check in, and guide colleagues toward resources.

We all have ups and downs, and noticing when a colleague might be struggling can really help them feel supported. Pay attention to changes in mood, behavior, or work patterns, and if it feels right, check in privately with care. The goal isn’t to fix anything, but just to listen, show empathy, and let them know they’re not alone. 

• Notice – Look for changes in mood, behavior, or work patterns that might indicate a colleague is struggling.
• Check In – Ask privately, gently, and with care to open a supportive conversation.
• Listen – Show empathy, validate their experience, and avoid judgment or offering advice unless asked.
• Offer Resources – Share information about HR, EAP, benefits, or ERGs if they’re interested.
• Support in Crisis – Connect to professionals immediately if there is any risk of harm.
• Maintain Self-Care – Set boundaries, seek your own support, and take care of your well-being while supporting others. 

• Peer Support Networks & Employee Resource Groups – Build community, mentoring, and peer-led support for mental health. 

Employee Resource Groups (ERGs) and peer support networks provide welcoming spaces where employees can connect, share experiences, and access support for mental health and well-being. You can participate in ways that feel comfortable, from joining discussions to organizing activities, and everyone is welcome regardless of their personal experience with mental health. 

• Reach Out – Contact HR, an ERG coordinator, or a peer network organizer to learn how to get involved.
• Connect Safely – Attend meetings, small group discussions, or one-on-one check-ins in a supportive, confidential environment.
• Share and Listen – Offer guidance, exchange experiences, and learn from colleagues; respect confidentiality and boundaries.
• Participate at Your Comfort Level – Contribute ideas, help organize events, or simply observe and connect when ready.
• Lead or Advocate – If interested, help create or grow a group, suggest improvements, and encourage inclusive mental health practices.
• Foster a Supportive Culture – Help normalize mental health conversations, reduce stigma, and support peers through shared experiences. 

• Serving as a Mental Health Peer Champion – Support colleagues, raise awareness, and connect coworkers to resources. 

As a mental health peer champion, you can help create a more inclusive workplace by listening, offering guidance, and connecting your colleagues to resources. Your support and awareness can make it easier for teammates to talk about mental health, feel understood, and access help when they need it. 

• Offer Listening and Support– Check in with colleagues, provide a safe space, listen without judgment, and offer encouragement.
• Connect Colleagues to Resources – Share HR, EAP, or external mental health supports and guide employees to professional help when needed.
• Raise Awareness and Advocate – Participate in panels, workshops, and communications; normalize mental health conversations and reduce stigma; provide feedback to improve workplace mental health programs.
• Start Where You Can – Express interest to HR, an ERG leader, or your manager; begin with supportive conversations and learning about available resources.
• Maintain Confidentiality – Do not track or report conversations; share personal details only with HR or professionals if safety concerns arise. 

Tools to recognize personal signs of mental health strain and strategies for recovery and resilience. 

• Recognizing and Managing Burnout at Work – Identify burnout early and implement strategies to manage workload and stress. 

Burnout develops gradually and is often driven by workplace conditions rather than personal failure. Taking small steps to care for yourself, set boundaries, and stay connected to supportive people can make a real difference. Paying attention to what really matters to you and focusing on the parts of work that give you energy helps keep you motivated. Remembering to notice your efforts, celebrate small wins, and be kind to yourself can make work feel more manageable and help you stay balanced over time.  

• Practice true self-care – Support your well-being with rest, movement, nourishment, routine, and time outside of work.
• Create guardrails for your time and energy – Set clear boundaries around availability, workload, and communication to prevent overextension and protect focus.
• Prioritize your relationships– Stay connected to coworkers, mentors, friends, or family for perspective, encouragement, and shared support.
• Act intentionally: re-align values and priorities – Choose work, roles, and commitments that align with what matters most to you and give you energy.
• Celebrate progress and practice self-compassion– Recognize effort and small wins, and reduce self-criticism during demanding or challenging periods. 

Understanding organizational policies, benefits, and responsibilities related to mental health. 

• Understanding Your Mental Health Benefits –Overview of coverage, eligibility, and how to access mental health services. 

Understanding your benefits is one of the strongest predictors of actually getting care when you need it. Knowing what’s available in your company from therapy, psychiatry, EAP sessions, digital tools, crisis lines, and dependent coverage can make it much easier to take the first step. 

Clear information helps you use the resources you already have, access care earlier, and feel more supported at work. 

• Confirm your benefits – Check your health plan, EAP, and HR portal to see what mental health services are included.
• Know where to start – Use easy entry points like EAP sessions, care navigation, or the number on your insurance card.
• Review coverage & costs – Look up what’s covered (therapy, psychiatry, telehealth) along with copays, deductibles, and in-network rates.
• Include your family – Verify how spouses, partners, and dependents can access support.
• Save your key contacts – Add the EAP number, benefits portal link, and insurance member services to your phone.
• Ask for help when unsure – HR, benefits teams, EAP counselors, and navigators can explain options and next steps.

• Mental Health at Work – Know Your Legal Rights and Protections – Clarification of rights, responsibilities, and organizational duties regarding mental health. 

Federal and many state laws protect employees from discrimination, harassment, retaliation, and privacy violations related to mental health conditions. Knowing these protections helps you take care of yourself while navigating work with confidence. 

• Right to a Workplace Free from Discrimination – You cannot be treated unfairly in hiring, pay, promotions, assignments, or termination because of a mental health condition. Harassment or stereotypes are prohibited.
• Right to Reasonable Accommodations – Request adjustments like flexible hours, workload changes, quiet space, or remote work. Employers must discuss solutions in good faith.
• Right to Take Protected Leave – You may use FMLA, PTO, or sick leave for therapy, treatment, or recovery.
• Right to Equal Access to Benefits – Mental health and substance use coverage must be on par with medical benefits under the Mental Health Parity Act.
• Right to Be Free from Retaliation – You are protected from unfair discipline, denied promotions, or exclusion for requesting accommodations, taking leave, or reporting discrimination. 
• Right to a Safe and Healthy Work Environment – Work should be free from harassment, discrimination, and hazards. Employers must address known mental health risks.
• Right to File a Complaint or Lawsuit – You may file internally, with the EEOC, or other agencies if your rights are violated. Legal guidance can help preserve evidence and pursue remedies.