The Nexus of Performance and Mental Illness

By Jenny Haykin, MA, CRC

Integrated Leaves & Accommodations Program Manager
Puget Sound Energy

When an employee is facing discipline for performance or behavioral issues, a disclosure of an underlying mental health condition requires special attention. While employers are not required to rescind discipline upon learning of a potential psychiatric disability, the new information does require the addition of a second process going forward.

By being clear what expectations must be met and asking the employee how to help them meet those expectations, employers can maintain their requirements while also setting a supportive tone that increases the odds of a positive outcome. From there, an employer will need to establish next steps that consider the employee’s disclosure and what, if anything, the employee states they need.

Consider if the employee needs benefits resources or legal protections. If the employee declines assistance, it is advisable to document that and ask the employee for a written confirmation. If they are open to help and have not already sought care, the employee assistance program or health plan offerings can provide access to treatment.

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