Across every industry, field, and background, employers have an incredible opportunity to enhance the quality of life of employees and their families by addressing mental health through their benefits, programs, policies and workplace culture.
Browse our topic pages to gain insight into key areas at the intersection of mental health and the workplace and identify ways you can advance mental health at your company.
Interested in a mental health topic but don't see it listed here? Contact us to share your questions or suggestions.
In the U.S., adult ADHD accounts for more than 120 million lost workdays of productivity annually, with a human capital value of $19.5 billion.
Excessive alcohol consumption costs the US $240 billion annually, and a vast majority—80%—of US adults who binge drink or drink heavily are either employed or are dependents of someone employed.
Most people feel a little nervous before a big speech, a job interview, or a visit to the doctor. But in anxiety disorders, those feelings are crippling, extreme, and/or persistent.
Autism spectrum disorder (ASD) is a neurodevelopmental disorder, a group of conditions that are manifested in early childhood.
A person with bipolar can experience extreme shifts in mood, sleep, energy and ability to function. While these extremes can significantly impact productivity, with access to care, employees can perform well at work and in life.
Bullying used to be considered issue mostly impacting children. That’s no longer true. More and more adults report experiencing mistreatment and hostility at work, turning into a costly problem for employers.
Millions of Americans provide care for family members at home who are aging or chronically ill, and this population is expected to grow as the number of older Americans is likely to double by the year 2030.
Collaborative care is an effective integrated care treatment model that produces positive results. It provides holistic care by delivering both medical and mental health care in primary care settings.
Depression, major depressive order, cost employers an estimated $44 billion per year in lost productive time. Fortunately, treatment has the potential to be highly effective.
Eating disorders are serious illnesses that can be life-threatening and are often difficult to treat. When treatment is available, however, people with eating disorders can recover and successfully manage their illness.
Employee assistance programs (EAPs) provide a range of different assessments and services for addressing personal problems and concerns that interfere with employees’ well being and work performance.
This topic article summarizes the Recommendations to Improve Access to Care. These recommendations were developed by the Center for Workplace Mental Health and the APA.
Poor sleep is so widespread that it is often normalized in American society; inclusion of insomnia management into employee wellness programs can raise awareness about the seriousness of insomnia symptoms.
Because of fragmented care, general medical costs for treating people with chronic medical issues, as well as mental disorders, are two to three times higher than treating physical health conditions only.
The more we know about the warning signs of common conditions in the workplace, like depression and anxiety, the more proactive we can be in supporting ourselves and others.
As human beings, we have an innate need to be connected to others, to belong. Loneliness pulls us away from social connectedness and is becoming a real concern for employers. If not addressed, it can impact office productivity, morale and employees’ health.
Despite opioid analgesics such as oxycodone having helped revolutionize the management of chronic pain, this progress has become growing issue for employers concerned about the health and safety of their employees.
Physician burn out results in fewer patients seen--making it more difficult for people to access care, which in turn negatively impacts an organization's bottom line.
The impact of Postpartum Depression and Anxiety on the workplace, and how employees can share information and adequately support affected employees.
Posttraumatic stress disorder (PTSD) is a psychiatric disorder that occurs in people who have experienced or witnessed traumatic events such as natural disasters, serious accidents, terrorist incidents, war, or violent personal assaults.
Implementing reasonable accommodations can smooth the transition back to work after disability leave, reducing costs associated with lost productivity and performance. This can be key in retaining valuable employees.
As employers address workplace stress and mental health, they also build a resilient workforce, resulting in greater job satisfaction, organizational commitment, more employee engagement, and increased productivity.
While the burden of suicide is carried by the working-age population, most workplaces are relatively unprepared to help employees who are struggling with suicidal thoughts or to assist colleagues following the death of a co-worker by suicide.
Though incidences of homicides in the workplace have consistently decreased in the past decade, the potential for violence is present in nearly every workplace setting.
For most people, work can be both challenging and demanding. Meeting challenges can promote growth and increase resiliency for employees and organizations. However, demands and challenges may also result in high stress, which can be costly.
The American Psychiatric Association (APA) has updated its Privacy Policy, including with new information specifically addressed to individuals in the European Economic Area. As described in the Privacy Policy, this website utilizes cookies, including for the purpose of offering an optimal online experience and services tailored to your preferences.
Please read the entire Privacy Policy. By closing this message, browsing this website, continuing the navigation, or otherwise continuing to use the APA's websites, you confirm that you understand and accept the terms of the Privacy Policy, including the utilization of cookies.
The American Psychiatric Association (APA) is committed to ensuring accessibility of its website to people with disabilities. If you have trouble accessing any of APA’s web resources, please contact us at 202-559-3900 for assistance.