We’ve all had a job where our boss has been a royal jerk. Whether that was having a boss that scheduled you every weekend and didn’t allow vacations or the one that micromanaged you at every turn, it sucked having to deal with them. It’s easy to see how employers fail when dealing with mental health issues when they can’t even have the decency to give you a ten minute break during a twelve hour shift.

Of course, not all employers are inconsiderate jerks. There are good bosses out there, and they usually do their level best to accommodate their employees’ needs. However, in my experience (and I’ve held quite a few jobs), employers will often find an excuse to get rid of who they deem “difficult” employees because they just don’t want to deal with them.

This was especially true at my most recent job. The new manager started writing me up at every chance because I had the nerve to point out her failure to follow policy. Often, the write-ups were from customers who called in to complain about things that didn’t actually happen or because I was following policy they didn’t like. I was stuck between a rock and a hard place: I had to follow policy or I’d get in trouble, but I was told to break policy to make customers happy, but I would still get in trouble for breaking policy to make a customer happy. Confusing, I know.

This article from The Guardian mentions a comment from Alison Gibbs, a senior policy official at the mental health charity Mind:

“There is a big problem between what the law states in terms of discrimination and the reality in the workplace… We recently conducted a poll where a great number of people reported being discriminated against [because of] mental illness – people being demoted, refused promotion or having job offers withdrawn after having disclosed a mental health problem.”

The point is, employers hate dealing with “difficult” employees, and a lot of times, it shows. The sad part is that employers like mine consider employees with mental health issues to simply be “difficult.” They don’t take the time to educate themselves when it comes to mental illness, so they see symptoms and behaviors of mental illness to be more of an annoyance rather than issues the employee has difficulty dealing with.

Some even go so far as to consider certain behaviors as “signs of impending violence in the workplace,” such as those listed here:

• holding grudges, inability to accept criticism, or blaming others
• chronic or hypersensitive complaints about persecution or injustice

Disliking their fellow employees or constantly complaining that they’re being mean to you isn’t a sign that they’re going to shoot up the workplace. I completely agree that accepting constructive criticism and taking responsibility for your failures is healthy for both employees and employers alike, but failing to do so does not constitute an “imminent threat.” If an employee is deliberately causing trouble and creating an environment of discontent, disciplinary measures need to be used, but DO NOT imply that they are a threat to your life because they’re displaying these “symptoms.”

Just for the record, simply having a mental illness and being a bit sassy at work doesn’t mean I’m on the verge of going postal. Please don’t label me as a violent person because I have a bad attitude. Thank you.

Also, for the record, I don’t personally have a bad attitude. I do, however, have an intolerance to laziness and stupidity. There’s a difference.

So what can employers do to improve how they deal with mental health issues?

1. Take time to get educated and understand mental illness. A lot of the stigma that comes with mental illness is part of the reason employers and other fellow human beings brush it off and deal with it poorly. However, ignorance is no excuse. Most companies have training programs available to educate supervisors and managers on mental illness, and if they don’t, there’s always the option to bring in a speaker.
2. Have policies in place for medical leave. For those with a mental illness, life can sometimes get so overwhelming that we aren’t able to cope or function in our daily lives. Employers need to make sure there are policies in place for leave of absence when the employee needs it, and there also needs to be a return-to-work policy that employers will enforce. Expectations for when an employee with a mental illness returns to work need to be properly accommodating. Though time off is an essential recuperation period, it doesn’t mean the employee will return completely cured of what ails them. Mental illness doesn’t work like that.
3. Be accommodating. If an employee has special needs that need to be taken into account in order for them to be productive and comfortable at work, an employer needs to try their best to accommodate them. Likewise, an employee needs to be upfront about their mental illness so the employer is aware they need to make accommodations. Employers don’t have to make these accommodations if they don’t know about an employee’s mental illness, so both parties need to be open and honest with each other about expectations and policies.

Through a little understanding and compassion, employers can greatly improve work situations for all of their employees. It’s kind of a no-brainer, but so many employers get caught up in making sure their numbers are right and they’re meeting their yearly goals that they forget about people. Without a strong, healthy work force, there wouldn’t be any business, and that’s another thing employers forget.

Being able to balance between these things is the key to a successful business and healthy working environment. So listen up, employers. You’ve got a lot of work to do.

Has there been conflict in your workplace because of mental illness? Have you experienced discrimination at work because of your mental illness? Let us know in the comments section below.