Understanding workplace depression
Depression affects approximately 1 in 7 Australians at some point. Many experience depression while working, making workplace response important. Supportive workplaces can aid recovery; harmful ones can worsen symptoms or trigger episodes.
Depression facts
- Common and treatable
- Not a character flaw
- Affects work capacity
- Recovery is possible
Work factors
- Chronic stress
- Bullying or harassment
- Poor work-life balance
- Lack of support
Signs and impact
Workplace signs may include:
Potential workplace indicators
Note: These signs have many causes. Don't assume depression - focus on offering support.
Employer obligations
- Non-discrimination: Cannot treat employees unfavourably due to depression
- Reasonable adjustments: Must consider accommodations that enable work
- Privacy: Cannot require disclosure; must protect medical information
- Safe workplace: Must address psychosocial hazards under WHS laws
- Support return to work: Facilitate gradual return after mental health leave
Crisis response
If an employee expresses suicidal thoughts, take it seriously. Listen without judgment, ask directly if they're thinking of suicide, and help connect them to support (EAP, Lifeline 13 11 14, emergency services if immediate risk). Don't leave them alone if you're concerned about immediate safety.
Supporting employees
Manager actions
- Check in privately and compassionately
- Focus on support, not diagnosis
- Explore helpful accommodations
- Maintain confidentiality
Organisational supports
- Provide EAP access
- Offer flexible work options
- Train managers on mental health
- Reduce stigma through education
Common mistakes
Assuming depression means inability to work
Many people work successfully while managing depression. With appropriate support and accommodations, most can continue contributing. Don't make assumptions about capability.
Jumping to performance management
If performance issues emerge, explore whether support or accommodations might help before disciplinary approaches. Leading with discipline when someone is struggling usually makes things worse.
Over-sharing or seeking details
You don't need to know diagnosis details. Focus on what support the person needs to do their job. Protect their privacy and don't share information without permission.
Key takeaways
Depression is common and treatable. Employers must provide reasonable adjustments and cannot discriminate. Focus on support and accommodations rather than diagnosis. With appropriate workplace response, most employees with depression can work successfully.
RosterElf's staff management supports employees managing depression through flexible scheduling and reduced administrative burden.
