askST: Should I tell my boss about my mental illness?
No health without mental health
While the consistency of a work routine can offer a sense of purpose, the pressure of meeting deadlines can further add stress. PHOTO: ST FILE
PUBLISHED Feb 24, 2025, 05:00 AM
SINGAPORE - For those who suffer from depression, anxiety or another mental illness, work may be a double-edged sword.
While the consistency of a work routine can offer a sense of purpose, achievement and camaraderie, the pressure of meeting deadlines or dealing with unsympathetic colleagues can further add stress.
The Straits Times tackles commonly asked questions about navigating mental health issues in the workplace.
Q: Should I tell my company if I have a diagnosed mental health condition? How can I navigate the conversation?
It really is a personal decision.
There are several factors one should take into consideration – such as the nature of the condition, the workplace culture, and the potential of the firm to offer accommodations such as flexible hours, quiet spaces or workload adjustments.
Mr David Blasco, country director at human resources agency Randstad Singapore, acknowledged that while there might be drawbacks such as potential biases and discrimination that can hinder workplace progression and the quality of interactions at work, there can also be benefits in sharing.
It is a good chance to educate colleagues, and most people want to understand how to approach those with mental health challenges, and know what words they should avoid or replace, for example, said Mr Blasco.
"Sharing triggers, management strategies and treatment plans can help your bosses understand how to provide appropriate accommodations," he added.
Ms Alexandra Oh, counselling psychologist at online and face-to-face therapy platform Talk Your Heart Out, said it is important for the employee to feel empowered to make a decision that aligns with his or her well-being and comfort level.
"It might be helpful for the employee to work with a counsellor who can guide him through the process, ensuring he is emotionally and psychologically supported, and knows how to communicate his needs effectively," said Ms Oh.
Q: Can employers ask if I have a mental health condition during a job application?
It is stated in the Tripartite Guidelines on Fair Employment Practices that employers in Singapore should not ask applicants to declare personal information such as their mental health conditions unless it is a job-related requirement.
Mr Blasco said: "For example, employers may ask about long-term medications that cause fatigue if the job duties involve safety-critical tasks like handling weapons or operating heavy machinery. This could lead you to disclose your medication and underlying diagnosis."
Q: Are employee assistance programmes really confidential?
Employee assistance programmes, or EAPs, are employer-sponsored services designed to support the well-being of staff by offering confidential counselling or resources like workshops. These are often run by a third-party service provider.
Ms Melissa Kuan, assistant director of recovery and reintegration at the Singapore Association for Mental Health (SAMH), said EAPs are generally confidential and personal information is not typically shared with employers without the individual's consent.
The exception is if there is a risk of harm to the individual or others. This can include concerns about suicide, violence or abuse.
If unsure, it is always good practice to clarify confidentiality policies with human resources or the EAP provider, said Ms Kuan.
She noted that SAMH itself offers EAPs, and the organisation does provide aggregated insights to companies upon request. Such information includes general mental health trends or overall usage rates, and personal or identifiable details are not disclosed.
"This allows organisations to understand the impact of such support services while ensuring privacy," said Ms Kuan.
Q: I am feeling very burnt-out – how can I start a conversation with my boss or human resources about my situation?
Before the discussion, take some time to think through the changes that could help manage your burnout.
Employers often appreciate employees who come forward with constructive solutions rather than just problems. Consider proposing specific changes that could improve your situation, said Ms Oh, the psychologist.
This could include things such as delegating tasks, prioritising responsibilities or taking occasional mental health days.
One way to approach the conversation is to frame it as a partnership, where the goal is to improve both your well-being and your performance at work.
Ms Oh suggests saying things like "I want to ensure I'm doing my best work, and I think making some adjustments will help me get back to being productive and engaged".
It would also be good to document your experiences.
"If burnout is affecting your performance, it can be helpful to document specific instances, such as times when the workload became unmanageable or you experienced significant stress. This can give you more clarity when explaining your situation," said Ms Oh.
She added that if the burnout is severe, taking time off work or reducing hours may be necessary.
"However, if that's not immediately possible, gradually implementing self-care strategies or negotiating smaller adjustments can be a good first step," said Ms Oh.
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