PTSD and Reasonable Accommodations at Work

Post Traumatic Stress Disorder, or PTSD, is a mental health condition that is caused by experiencing trauma. Although many people associate PTSD with military veterans or first responders, PTSD can occur in anyone who has experienced or witnessed a traumatic event.

Post traumatic stress disorder and work

Because PTSD can affect anyone and can be triggered by a wide variety of situations, it is not unusual for people to experience symptoms of PTSD at work.

Although PTSD is often portrayed as a manic episode or hyperarousal, individuals experiencing PTSD can exhibit a wide variety of symptoms. PTSD can show up as avoidance of responsibilities, emotional detachment or “shutting down.” Everyone reacts differently.

Creating supportive work environments

Employees with PTSD do not have to disclose their condition to their employers. According to  The U.S. Equal Employment Opportunity Commission (EEOC), an employer can only ask about mental health in four situations:

• When you have asked for a reasonable accommodation
• After the company has made you a job offer, but before employment begins, and only if everyone entering the same job category is asked the same questions
• When it is engaging in affirmative action for people with disabilities
• When there is objective evidence that you may be unable to do your job or that you may pose a safety risk because of your condition

If you as an employer suspect an employee might be struggling with PTSD, these tips can help you support your team:

• Know your employees. Remember, each person exhibits signs of PTSD differently. Knowing an employee’s typical behavior can help you recognize when there are changes in behavior that is out of that employee’s normal patterns.
• Don’t assume the role of a licensed counselor. Sometimes simply approaching the individual and asking how they are doing or if they need help can make a difference. You don’t have to solve the problem; just be mindful and caring.
• Know where you can find resources. The Office of Disability Employment Policy Publications can provide posters and other publications for your workplace.
• Let the employee decide if they want to talk about the situation. Some people cope by withdrawing. If you ask someone if they’re ok and they don’t want to talk about it, just let it go. They might be ready to share more later.

Job design and PTSD

Employers that want to support employees with PTSD should think about the workplace environment and the employee’s specific triggers. An employee that has suffered workplace trauma will require different accommodations than one who has PTSD based on events from their childhood.

For example, we learned that one of our female program participants was fearful of working alone with a man. It didn’t matter if the man was a co-worker, supervisor, or customer. To support her, we looked for workplaces that offered a team environment in a public space, so it was highly unlikely she would be alone. Even after several months, no triggering events occurred. This success was only possible because we understood her specific trigger and looked for a workplace that would not put her in that particular situation.

How IPS can help employers support their employees

IPS is extremely helpful to employers because we take an individualized approach. We look at the employee, their barriers and triggers. We then work with the employer on workplace accommodations and the employee on a “recovery strategy” should a trigger occur. We can also help employers understand a specific employee’s coping strategy. Employees who are part of an IPS program work with an employment specialist who acts as a job coach, liaison between employer and employee, and advocates for the employee’s needs. This helps decrease employee turnover.

Working can be one of the best supports for a person facing mental health challenges, including PTSD. With IPS, both the employer and employee have insights into needs and expectations as well as access to resources that improves the workplace experience for all.