The Americans with Disabilities Act (ADA) requires employers to provide a reasonable accommodation to qualified individuals with a disability. Post-traumatic stress disorder (PTSD) is a mental health condition that can significantly affect an individual’s ability to function in various aspects of life, including the workplace. Those with PTSD are likely considered disabled under the ADA, thereby requiring employers to engage in an interactive dialogue to determine whether there’s a reasonable accommodation that allows them to perform their essential job functions.
Unfortunately, PTSD symptoms can vary widely from person to person, making managing PTSD in the workplace challenging. These challenges can be compounded by stigma and a lack of understanding from employers and colleagues. With the right strategies and support systems in place, however, individuals with PTSD can thrive in their professional environments. How can employers effectively engage in the interactive process to assist an employee in managing PTSD in the workplace?
Understanding PTSD
PTSD can develop after experiencing or witnessing a traumatic event. Symptoms may include flashbacks, nightmares, severe anxiety, paranoia, and uncontrollable thoughts about the event. These symptoms can lead to difficulties in concentration, emotional regulation, and interpersonal relationships, which can affect job performance.
Recognizing PTSD as a legitimate disability is crucial for fostering an inclusive workplace that accommodates the needs of affected employees.
Open Communication
Once you become aware that an employee suffers from PTSD and needs an accommodation, you must engage in an interactive dialogue with the employee to determine an appropriate, reasonable accommodation. Allow the employee to discuss the condition, preferably with HR personnel because they should be trained to handle the situation.
Because PTSD symptoms are largely individualized, allowing employees to share information about their PTSD can help you understand their needs and create a supportive environment. Focusing on how specific accommodations can enhance productivity and well-being is essential.
Establishing an Effective, Reasonable Accommodation
During the interactive dialogue, employees may request a particular accommodation. For example, they may ask to bring an emotional support animal (ESA) to work to calm their symptoms. (It’s important to acknowledge that an ESA as an accommodation could be a topic for an entire column of its own.)
You’re permitted to explore whether other accommodations, in lieu of an ESA, may allow the employee to manage PTSD symptoms. For example, some employees have found that a stuffed animal that looks like their ESA is sufficient. Others may effectively calm symptoms by sitting in an office with dim lighting alone for 15 minutes. This is to say that employees can’t require the use of an ESA if other reasonable accommodations are available.
Seeking Professional Help
For many individuals with PTSD, professional help is essential for managing symptoms effectively.
If an employee assistance program (EAP) is available, you should remind employees of this benefit so they can gain access to counseling and mental health resources. This alone may alleviate the need for additional workplace accommodations.
Managing Performance and Conduct Issues
You should take care in managing performance and conduct issues that may be a result of an employee’s PTSD. Although employees with a disability aren’t insulated from discipline, disciplining an employee who’s misconduct is a result of the PTSD condition isn’t without risks.
If you believe this path is necessary, you should consult with competent legal counsel to determine what, if any, disciplinary measures are appropriate under the circumstances.
Conclusion
Managing PTSD as a disability in the workplace requires a collaborative effort between employees and employers. By fostering open communication, creating a supportive environment, and implementing reasonable accommodations, you can help individuals with PTSD feel supported. This may be all that’s necessary to allow employees with PTSD to thrive in their role or, at the very least, minimize any other need for potential accommodation.
Jodi R. Bohr is a shareholder with Milligan Lawless, P.C., and a contributor to Arizona Employment Law Letter. She practices employment and labor law, with an emphasis on counseling employers on HR matters, litigation, and workplace investigations. She may be reached at jodi@milliganlawless.com or 602-792-3549.