For years, a growing number of employees have been experiencing mental health issues. Burnout is rampant, with more than three-quarters of professionals impacted. As post-pandemic stress and return-to-office worries mount, many workers report dealing with depression, anxiety, and a host of other problems.
Today’s workforce is also more comfortable talking about these issues, and they’re not too shy to ask for help. In fact, AbsenceSoft data has found that the majority of employees (71%) are comfortable or very comfortable requesting an accommodation at their organization. An even greater majority (85%) indicated they are comfortable requesting and taking a leave of absence.
It comes as little surprise, then, that mental health is the top reason employees ask for workplace accommodations, as revealed by AbsenceSoft’s 2025 report. Employees struggling with their mental well-being are asking for supports like flexible scheduling, modified break schedules, and changes to their work environments. Requests for remote work are also proving popular, especially after organizations roll out a return-to-work policy.
The increase in these requests puts pressure on HR. As caseloads climb, HR is left with workloads that are not only bigger but also more complicated. Mental health-related accommodations are far from straightforward, as they require continual monitoring from HR and managers. Compliance, too, is complex, though it remains as important as ever.
In this blog, we’ll guide you through how to provide accommodations for employees with mental health-related disabilities. It’s possible to build an accommodations protocol that’s consistent, compliant, and compassionate, while relieving HR at the same time.
When Does a Mental Health Condition Count as a Disability?
When an employee asks for help with their mental health condition, many employers will need to provide some kind of support. The Americans with Disabilities Act (ADA) is a federal law that applies to organizations with 15 or more employees. Among other things, it requires employers to provide accommodations for people with disabilities.
It’s important to know that, under the ADA, mental health conditions can count as disabilities. The law considers any condition, whether physical or mental, a disability when it keeps someone from accomplishing basic tasks it refers to as “major life activities.” These include everyday activities like eating, walking, thinking, seeing, and talking.
Many mental health conditions fit this definition. Illnesses like depression, bipolar disorder, post-traumatic stress disorder (PTSD), and OCD deeply impact people’s lives. Under the lens of the ADA, they almost always qualify as a disability.
Anxiety disorders and focus-related conditions like ADHD can also rise to the ADA’s standard. In these cases, the impact of the conditions often matters more than an official diagnosis. When a worker who says he has ADD struggles to turn work in on time, HR needs to find an effective accommodation quickly.
While HR cannot involve itself in diagnosing someone’s disability, it is permitted to request documentation. The U.S. Equal Employment Opportunity Commission says employers should only request documentation when a disability is not known or obvious.
Key takeaway: Mental health conditions count as a disability under the ADA when they keep someone from carrying out major life activities, like eating, working, and thinking.
What Accommodations Are Considered Reasonable for Mental Health Conditions?
When an employee has a disability that fits the ADA’s definition, it’s time to think about reasonable accommodations. Put simply, reasonable accommodations are employer-provided supports that enable an employee to do their job.
There’s no set list of accommodations employers must provide to employees who have a mental health-related disability. Instead, employers need to communicate with employees to determine the best possible accommodation. During this ongoing conversation, known as the interactive process, employers can present employees a menu of possible accommodations to get ideas flowing.
Key takeaway: When an employee’s disability keeps them from doing their job, employers need to provide something called a reasonable accommodation. These accommodations are modifications that help someone complete the essential duties of their position.
Common Examples of Mental Health Accommodations
With employees asking for more support for their mental health, a few accommodations have emerged as popular solutions. Employees commonly request, for example, to modify their work arrangements. Flexible schedules or start times, intermittent leave, and remote or hybrid work options all fit this category. These solutions allow employees to attend appointments and deal with symptom flare-ups.
Employees may not need to completely reinvent their workday to benefit from an accommodation, however. Employers can accommodate workers by slightly modifying their duties or providing quieter workspaces. Employees may also benefit from additional breaks or rest time.
A Few More Examples to Consider
Some employees, of course, will need an accommodation that’s more specific to their condition. Consider these examples provided by the Job Accommodation Network:
- An employee whose anxiety worsens when walking alone in the dark may need a reserved a parking space close to the building or a security escort to their spot.
- An employee with depression and bipolar disorder may need to be reassigned to a quieter office branch.
- A worker with severe social anxiety may need an emotional support animal, which would help her navigate her workplace with more confidence.
- An employee with ADHD may need chunks of time to work without any interruptions from meetings, notifications, and other distractions.
To make sure you’re prepared to support your employees’ mental health, watch AbsenceSoft’s webinar on accommodating employees with depression and anxiety.
Give Employees a Safe Way to Ask for Support
To receive an accommodation, employees must first acknowledge that they need support, and why. But disclosing a disability can be a challenging step for employees to take. Employees may feel nervous to talk about their mental health with someone at work. They may be especially intimidated to address the topic with their manager — a common recipient of accommodations requests.
As employers, it’s important to create a process that makes requesting an accommodation clear and comfortable. Organizations should make sure employees understand their rights and that support is available. Employees should also know who in HR they can contact regarding an accommodation.
Another best practice is to provide private self-service portals. These tools allow employees to ask for help discreetly, so employees can seek the support they need without fear of awkward conversations.
With technology like AbsenceSoft, employers can offer an accommodations request process that’s simple and streamlined. Once employees privately disclose a disability through the self-service portal, the platform initiates the interactive process, complete with proper documentation and automated reminders.
Key takeaway: Make sure your organization offers employees a clear way to request an accommodation. This process needs to be private, so employees can disclose their disability discreetly.
Train Managers to Respond Well
Employees frequently turn to managers with their accommodations requests; in fact, 45% of workers ask their managers about accommodations before anyone else, according to AbsenceSoft data.
Some employees may feel comfortable seeking support from their managers, but doing so can generate compliance risk. Untrained managers may ignore someone’s request, deny them an accommodation they deserve, or disclose their medical information to someone else.
These risks highlight why it’s so important that managers receive ADA training. Annual training — or even a short handout — should instruct managers to send anything that sounds like an accommodations request directly to HR.
Training and guidance should also emphasize the importance of keeping medical information private. When a manager fields a question or request regarding accommodations, they can simply say: “Thanks for sharing. Let me connect you with HR so we can support you properly.”
Key Takeaway: Train managers to send employees with accommodations requests to HR. Managers must know to keep employees’ medical information in confidence.
Build a Process That Supports Both People and Compliance
It can be tricky to catch an employee’s request for an accommodation. Oftentimes, employees won’t use the words “reasonable accommodation.” But they may voice that they’re struggling with their mental health or facing challenges on the job.
Comments like these should prompt managers to get in touch with HR and initiate the interactive process — the collaborative, ongoing conversation between employers and employees that establishes and monitors accommodations.
Unfortunately, however, many requests for accommodations fizzle out quickly. According to AbsenceSoft data, only 55% of requests go through the full process and result in a successful accommodation.
Employers can avoid this reality by documenting each step of the interactive process, starting with the initial request, however it arrives. By keeping careful track of each interaction, employers can make sure employees receive the support they need while also establishing a record of compliance with the ADA.
Key Takeaway: Once an employee verbalizes their need for help, the interactive process begins. Document interactions to keep the process moving and establish a record of compliance.
Five Ways to Respond to Mental Health Requests with Clarity and Care
When an employee needs help with their depression, anxiety, or other mental health concern, employers need to respond quickly, consistently, and compassionately. Here’s how:
- Update policies to reflect mental health realities. Mental health conditions can be unpredictable: symptoms can come and go; treatment may be ongoing; recovery is not always linear. Review existing policies to ensure they position employees to stay well and working.
- Make requesting an accommodation private and easy. When employers offer a clear, well documented process for requesting an accommodation, employees are less intimidated and more likely to get the help they need. Technology bolsters this effort by making the disclosure process discreet.
- Equip managers to protect employee rights. Managers field accommodation requests all the time. Training and guidance prepares them to receive requests well, elevating them to HR quickly and discreetly.
- Use the interactive process to build trust and find the best path. Employers should communicate with employees to find the accommodation that works best for both parties. Employers should continue to communicate to make sure the accommodation works in the long term.
- Stay flexible. Remember, employers aren’t beholden to a rigid list of accommodations. They can use creativity to find accommodations that work well — for employer and employee.
A Small Investment with a Big Return
To provide the accommodations employees need, employers are mostly investing time and effort. More than half of accommodations cost nothing, according to data from the Job Accommodation Network. Among those that come with a price tag, most ring in at less than $300.
Even better, employers can see a huge return from accommodations. When organizations provide the support employees need, they see improved retention, greater productivity, and a more inclusive workplace culture.
Key takeaway: Accommodations management may require a little creativity and communication, but it is low-cost work that comes with a high impact.
A Final Takeaway: Be Ready to Respond When Someone Asks for Help
With more and more employees struggling with their mental health, it’s important to be ready when someone asks for help. Ask yourself: would your current processes provide enough support to an employee with anxiety or depression? Or would they leave someone feeling stuck?
If you think your organization could improve its approach to accommodations, know that assistance is in reach. AbsenceSoft is here to help your organization offer its employees the support they need.