Mental health challenges affect a significant portion of the population, with over 20% of Americans expected to be diagnosed with a mental illness during their lifetime. Such conditions can influence thoughts, emotions, and behaviors, often appearing at odds with the demands of the workplace.
Recent findings underscore the importance of flexibility and trust from managers in helping employees with chronic mental illnesses succeed professionally.
The ability to modify work schedules and responsibilities is crucial for these workers to balance job demands with managing their symptoms. Managers play a pivotal role by trusting that these employees are dedicated and capable.
This insight comes from our research as management professors. We analyzed numerous blog and Reddit posts and conducted interviews with 59 participants, revealing these key findings published in the Academy of Management Journal October 2025 edition.
Data Collection and Analysis
Our study drew from three primary sources: anonymous blog posts from 171 individuals, 781 Reddit posts, and in-depth interviews with 59 diverse workers.
Participants, all managing chronic mental illnesses like major depressive disorder and bipolar disorder, shared their work experiences through blog posts hosted by a nonprofit focused on mental health. We analyzed posts tagged “work.”
On Reddit, we used search terms related to work and mental illness, focusing on narratives shared before mid-March 2020 to exclude data influenced by COVID-19’s impact on employment. The online nature of the data collection limited demographic information.
Interviews were conducted in 2020 and 2021, sourced via social media, a university alumni listserv, and mental health organizations.
Diverse Experiences and Strategies
Among the interviewees, 37% identified as women, with an average age of 41.5 years. The majority (80%) identified as Caucasian, alongside a small representation of other ethnicities. The participants held various roles, from lawyers and professors to musicians and engineers.
When managers provided trust and flexibility, employees could better manage their health and job performance.
Workers employed individualized strategies, known as “personalized disengagement and engagement strategies,” to handle their symptoms. These tailored approaches ranged from meditation to engaging deeply in work tasks.
Despite the familiarity of these strategies, workplaces often lack the flexibility to accommodate them, reflecting findings from a Mind Share Partners survey indicating many employees felt unable to disconnect from work.
Flexibility and trust were particularly beneficial during the initial phase following a diagnosis, allowing exploration of treatments and therapies.
Implications for Employers
The prevalence of mental illnesses increased post-COVID-19, particularly affecting young adults and adolescents. This makes our research relevant to many employers.
Depression alone had a global cost of US$1 trillion annually in lost productivity as of 2019, according to the World Health Organization.
Employees with anxiety and mood disorders, such as bipolar disorder and major depressive disorder, may experience job performance impacts and face potential stigma from coworkers.
Evaluating Employee Assistance Programs
Many companies offer support mechanisms like employee assistance programs and mental health apps. However, these generalized approaches often fall short for those with chronic conditions.
Research shows these programs can reduce absenteeism but don’t necessarily alleviate work-related stress, and in some cases, they might increase turnover intentions.
Recognizing Potential in All Employees
Individuals with chronic mental health conditions, such as anxiety and depression, can perform at high levels under supportive circumstances, contradicting common stereotypes.
Notable figures like Carrie Fisher and Michael Phelps exemplify success despite battling mental illness.
To attract and retain talent of this caliber, employers must create conducive environments, a challenge many still face despite good intentions.
Future Workforce Expectations
As mental health support becomes a hiring priority, companies must adapt to meet these expectations. The Monster’s 2024 State of the Graduate Report highlights that Gen Z workers, those born between 1996 and 2010, increasingly value mental health support at work. An overwhelming 92% of surveyed young adults wish for jobs where they can openly discuss mental health.
This trend underscores the necessity for ongoing research and adaptation to attract top young talent.
