What to Say When an Employee Discloses a Mental Health Condition
An employee just told you they're dealing with depression, anxiety, or another mental health condition. What you say in the next sixty seconds shapes whether they feel supported or regret speaking up. You don't need perfect words - you need a few good instincts.
Start with acknowledgement, not solutions
The first move is to receive it well: "Thank you for telling me - I know that's not easy." Resist the urge to immediately fix, advise, or relate it to your own experience. They need to be heard first.
Ask what they need
Don't assume. "What would be most helpful right now?" respects their agency. Some want an accommodation; some just wanted you to know; some want a pointer to help. Let them lead.
Point to real help
This is where your preparation pays off. Know your resources so you can say, specifically, "here's how to access care through our program." Vague sympathy without a concrete next step leaves them where they started.
Protect their privacy
Be clear about who needs to know (usually almost no one) and keep it that way. A breach of trust here poisons every future disclosure on your team.
What not to say
- "Have you tried just relaxing / exercising / thinking positive?"
- "I never would have guessed - you seem fine."
- "We all get stressed."
Make "here's how to get help" a real offer. CorpCARE is the care your managers can confidently point people toward.
Sources
- Government of Canada. "Mental health supports and resources for managers." https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/health-wellness-public-servants/mental-health-workplace/lead-empathy.html
- Canadian Centre for Occupational Health and Safety. "Mental Health — How to Address and Support." OSH Answers. https://www.ccohs.ca/oshanswers/psychosocial/mh/mentalhealth_address.html