Supporting an Employee Returning After Depression: What Are the Best Practices?

Dear colleagues, I would like to understand the best business practices for taking care of an employee who is returning to work following an episode of mental breakdown and depression. Additionally, do we need to request the employee to provide any mental health documents when returning to work? Your insights will be greatly appreciated.

Thank you,

Sameesh

Hi Sameesh, Obviously, a fitness certificate from the doctor (psychiatrist) is a must. The reason is that if the employee is not fully cured, they might react indifferently in the workplace, which will affect other employees. Additionally, if necessary, please obtain an undertaking letter from the employee's family, such as the father or mother, confirming that they are allowing their son/daughter to return to work after completing medical treatment. Also, ensure that the particular employee is not overwhelmed with work right from the start. Advise their immediate superior to keep an eye on the employee, especially regarding their behavior. Encourage other employees to interact casually with him/her and not to treat the employee indifferently, as this could worsen their state of mind further.

HR should sensitize coworkers in a subtle manner to be kind and considerate to the returning employee. Give easier jobs at the beginning stage to keep them busy and slowly transition to normal work. Consider a flexible work schedule with a simplified scope of work. Focus on positive outcomes and less on criticism and negative feedback for the time being. Keep a discreet eye to ensure they do not harm themselves in an unobtrusive manner. If a different workspace can be provided, one that is quieter, that would be a good idea. Implementing a buddy system may also be beneficial. Essentially, show empathy and sympathy, and guide the employee slowly to overcome challenges and fully contribute to the company. Of course, the company must also consider its business interests.

When an employee is returning to the office after a period of absence due to depression, it is important to take the following steps to ensure their successful transition back to work:

Communicate with the employee: Have an open and honest conversation with the employee to discuss their needs and concerns, and to provide support and information about the resources available to them.

Develop a return-to-work plan: Work with the employee to develop a plan that outlines the steps that will be taken to help them transition back to work, including accommodations that may be necessary.

Provide support and resources: Offer the employee access to counseling and other mental health resources, as well as other support services such as an Employee Assistance Program.

Be flexible: Be flexible with the employee's schedule and workload, and be willing to make accommodations as needed.

Encourage self-care: Encourage the employee to take care of themselves by taking regular breaks, getting enough rest and exercise, and practicing stress-management techniques.

Monitor progress: Regularly check in with the employee to monitor their progress, address any concerns or issues that arise, and make adjustments to the return-to-work plan as needed.

Create a Supportive Workplace: Encourage open communication and create a culture of support and understanding where mental health is acknowledged and discussed freely, without any judgment.

It is important to remember that each employee's experience with depression is unique and the plan should be tailored to their individual needs. The most important thing is to have a positive and supportive attitude and to work together with the employee to ensure their successful return to work.