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Workplace Anxiety

Mental Health in the Workplace

19 June 2025 (Last updated 3 Dec 2025)

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Anxiety is a normal human feeling, often called our built-in warning system. It’s when anxiety happens more frequently, and it doesn’t go away that it may be classified as a disorder. Anxiety at work or workplace anxiety can significantly affect the quality of your life. 3 out of 4 people with stress or anxiety say that it interferes with their daily lives. It can impact your performance at work, productivity, quality of work, professional relationships, and career development. Anxiety disorders involve feelings of tension, distress, or nervousness. A person may avoid situations they believe cause these feelings, thus limiting their interactions with their circle and affecting the way they live. It can generally feel overwhelming and lead to an anxiety or panic attack.

Anxiety is the most common mental health condition affecting nearly 17% of Australians according to a National Study of Mental Health and Wellbeing. Anxiety is a broad term and there are different types of anxiety. Below we look at what is considered workplace anxiety.

What is Workplace Anxiety?

If your anxiety stems from work or is centred around work, you might have workplace anxiety. According to Alexandra Finkel, licensed clinical social therapist, workplace anxiety usually develops in response to stress at work. There are differences between an anxiety disorder and workplace anxiety. The most obvious difference is workplace anxiety is limited to work. If you have an anxiety disorder, the symptoms would be consistent and negatively affect several aspects of your life. All mental illness, not just anxiety, costs the economy between $200 billion and $220 billion a year according to The Productivity Commission. Further research has shown that workplaces cause $15.8 and $17.4 billion dollars of that cost.

Signs and Symptoms of Workplace Anxiety

  • Unproductive- Employees dealing with anxiety at work often become unproductive. They are unable to produce the quality of work that they normally do.
  • Lack of concentration- Performance anxiety at work also manifests in a lack of concentration. Employees struggle to focus and concentrate on their tasks and duties.
  • Forgetfulness- Employees with workplace anxiety tend to be forgetful and have trouble remembering information.
  • Increase in sick days- People with anxiety feel they are not capable of working as their anxiety can show up in physical symptoms, making them sick.
  • Failure to meet deadlines- Lack of concentration and forgetfulness result in a failure to meet key deadlines or dates.
  • Physical symptoms-Severe anxiety can cause physical symptoms such as nausea, headaches, body pain, and dizziness.

Causes

Several factors can cause workplace anxiety, varying from person to person. Being an anxious person or having a pre-existing anxiety condition can make employees more likely to experience workplace anxiety.

  • Lack of job security– Employees who work casual contracts or hours don’t know how much they are going to make. They also are not afforded considerations such as paid annual leave or sick leave. Café workers, retail staff, cleaners, and hospitality staff are just some of the workers facing a lack of job security. This insecurity can lead to anxiety at work.
  • Conflicts with other co-workers- Arguments or conflicts with other co-workers can make you feel anxious or stressed.
  • Unpredictable work- Unpredictable work patterns or roles can increase employee anxiety. 
  • Competitive and fast-paced environments- Challenging work environments or fast-paced workplaces can often cause anxiety at work.
  • Work performance- The pressure to maintain your work performance can also lead to anxiety.
  • Problems outside of work- External factors outside work can also contribute to anxiety. 

How to Manage and Treat Employee Anxiety?

There is no singular way to manage and treat employee anxiety. It is best to direct them to qualified medical professional when possible. However, you can take some steps to manage it at the workplace:

  • Get trained up- Understanding anxiety and mental health can go in a long way. You can get trained in mental health first aid or provide training and workshops for managers and other senior employees. With the right training, you can learn how to spot the signs that an employee could be suffering from anxiety. This training should specifically be provided by qualified medical professionals and help break down barriers and the stigma surrounding mental health.
  • Have a conversation- Sometimes it’s as simple as having a conversation. You can check-in with your employees regularly to gauge how they are feeling. Try to understand what triggers them or their anxiety and if they need any support from you. These conversations should be informal, different from check-ins regarding their performance or workload.
  • Be transparent– Be as transparent as you can. Let your employees know the reason behind the check-ins or the conversation. Emphasise honesty and transparency.  
  • Create a mental health-friendly culture- Your company culture is the single most important asset you have. It will help you to tackle workplace anxiety as well. However, it takes time to build a mental health friendly culture. It’s not just sending emails or putting up posters. You must keep talking about it. You must build an atmosphere of trust. Your employees must feel comfortable enough to open up with you.

This article is for general information purposes only and does not constitute as business or legal advice and should not be relied upon as such. It does not take into consideration your specific business, industry or circumstances. You should seek legal or other professional advice regarding matters as they relate to you or your business. To the maximum extent permitted by law, Peninsula Group disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, and reliability of the information in this article.

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Mental Health in the Workplace

Workplace stress

Most jobs involve some level of stress. Employees, managers, senior leaders, and business owners all may unquestionably face stress at the workplace. A small amount of stress from time to time may not be a problem. However, if you have ongoing stress at work, it can impact you personally and professionally. What particularly constitutes as workplace stress? How do you deal with work related stress?  What is workplace stress? According to the Australian Psychological Society , work-related stress or workplace stress occurs when the demands of the work exceed the resources, we have for managing those demands. People can explicitly feel stressed if there is a lack of clarity between what is expected and what they are capable of.   The effects of workplace stress are not generally limited to the workplace for employers and employees. The effects of stress in the workplace are felt by employees in their personal lives as well. When occupational stress becomes excessive, it can cause significant problems for psychological and physical health. Stress can also affect your capacity to think clearly and make conscious or rational decisions.   Work-related stress is estimated to cost Australian businesses more than $10 billion a year in lost productivity and sick days.   Signs of Workplace Stress Prolonged or excessive work-related stress can be damaging to your physical and mental health. Stress is not the same as a mental health condition, but long-term stress can lead to anxiety, burnout, and depression.   Stress can manifest in various ways in the workplace. Below are some signs of workplace stress:  Fatigue Social withdrawal Isolation Mood swings Reduced productivity Causes of workplace stress There is no singular cause of workplace stress. There are many things that can cause stress. They are called ‘stressors.’ Your stressors will change over time as your life and goals change.   Studies have found genetic differences in genes that direct the production of stress hormones, and that there are differences in the way stress impacts on these genes. This may be the reason why people respond differently to stress, and why some are more vulnerable to the effect of chronic exposure to stress.   Work related stress is the result of several factors. For example, a combination of long working hours and a heavy workload can lead to stress in employees.   A negative or toxic work environment can also contribute to stress. The most common causes of stress in the workplace are:   Pressure to perform - Employees are pressured to meet targets or goals. This is a common cause of stress among target-based roles such as sales, retail, and finance. Long hours - Working long hours can impact your mind and body. Employees in critical services or roles such as frontline workers put in long hours due to the nature of their work. This leads to stress and fatigue among workers. Organisational changes - Micro-management, lack of clarity on important issues, office politics, and confusion about responsibilities can contribute to stress at work. Bullying - If your employees are being bullied at work, they can feel stressed. Excessive workloads - Excessive and unmanageable workloads cause stress among employers and employees. Current labour shortages have seen increase in workloads for existing employees in the retail, hospitality, and health care industry. Employees in these industries have reported increased levels of stress due to excessive workloads. The effects of workplace stress As mentioned previously, the effects of stress are not limited to the workplace. It can impact other aspects of your life as well. Some of the common effects of stress in the workplace are unhealthy behaviours such as smoking, alcohol, drugs, and reduction in employee productivity. Some workplaces may also see an increase in absenteeism. Benefits of preventing workplace stress It is important for businesses to recognise work related stress as a health and safety issue. By recognising it and preventing it, employers can achieve a positive and healthy workplace.   The benefits of preventing stress in the workplace are: Increased productivity. Reduced sick leave usage. Reduced costs (to the employer). Improved employee health and wellbeing. Increased employee engagement. Stress leave Under the Australian Government’s National Employment Standards (NES), employees may take leave from work due to personal reasons. An employee can take paid personal/carer’s leave:   If they are unfit for work because of their own personal illness or injury (including pregnancy-related illness). To provide care or support to a member of their immediate family or household, because of a personal illness, injury or unexpected emergency affecting the member. A member of the employee’s immediate family means a spouse (or former spouse), de facto partner (or former de facto partner), child, parent, grandparent, grandchild, or sibling of the employee; or a child, parent, grandparent, grandchild or sibling of the employee’s spouse or de facto partner (or former spouse or de facto partner).   The personal illness mentioned above includes stress and anxiety. Stress leave is personal leave that employees can take to rest and recover from stress related issues. Stress leave is not a separate category of leave in Australia. The length of your leave will depend on your annual sick leave allowance and any further allowance offered by your employer. It will also depend on your contract or agreement. Employer obligations for stress leave According to Work Health and Safety (WHS) laws, employers have a duty of care for employees’ safety. If you’re a person conducting the business or undertaking (PCBU), you must ensure workers’ and others’ health and safety. This includes ensuring their psychological safety.   Process to grant stress leave Stress leave can fall under personal/carer’s leave. Employees get: 10 days each year for full-time employees. Pro rata 10 days each year for part-time employees. An employee’s entitlement to paid personal/carer’s leave accumulates progressively during a year of service, based on their ordinary hours of work. The entitlement to 10 days of personal/carer’s leave can be calculated as 1/26th of an employee’s ordinary hours of work in a year. Personal/carer’s leave accumulates from year to year.   Employers grant stress leave in the same manner as they would grant any leave (or personal leave). If you use a HR software in your business, you should use it for applying for stress leave.   Worker’s compensation (Worker cover for stress) Australian workers’ compensation schemes exist to support workers in the event of a work-related injury. Employers in each state or territory are required to have workers’ compensation insurance to cover their workers.   On average each year there are nearly 10,000 accepted claims for psychological injuries in Australia with about three quarters of those resulting in more than one week time off work or ‘time lost’ according to Safe Work Australia.   To make a Workcover claim for stress or claim workers’ compensation, you must have been diagnosed with a qualifying stress related condition, referred to as a psychological injury. To be eligible to claim work injury damages, the worker’s injury must have: Resulted from the employer’s negligence or other tort (wrongful act), and Satisfy a permanent impairment threshold of at least 15 per cent whole person impairment   The relevant workers’ compensation authority depends on your state or territory: Australian Capital Territory: WorkSafe ACT New South Wales: State Insurance Regulatory Authority (NSW) Northern Territory: NT WorkSafe Norfolk Island Queensland: WorkCover Queensland South Australia: ReturnToWork SA Tasmania: WorkSafe Tasmania Victoria: WorkSafe Victoria Western Australia: WorkCover WA Comcare Tips to reduce workplace stress There is no one size fits all approach for reducing stress in the workplace. The primary focus of employers should be creating a positive and supportive environment for employees. A poor environment increases the likelihood of tension and stress.   Introduce workplace wellness schemes - If your workplace integrates wellness and wellbeing, it can help reduce stress. Exercise, healthy living, and wellbeing are ways to improve employee moods. You can encourage your employees to take their lunch breaks away from their desks. Or suggest they go on a walk. Hold a yoga or meditation workshop once a month in the office. Studies have shown that employees felt happy when employers regularly stocked the office refrigerator.   Encourage regular breaks - Working for long hours without a break can cause fatigue, tension, and stress. Ensure your employees are getting regular breaks between their meetings and workday. A lounge or kitchen can be a perfect place for employees to decompress. If possible, consider implementing meeting free days so employees have the freedom to focus on their tasks without getting overwhelmed with meetings.    Create open communication with your employees - Can your employees honestly communicate with you? Do they need help in handling stress? Creating open communication lines with your employees makes them feel valued and supported.   Allow for flexible hours and remote working - Having a work-life balance can reduce stress at work. Trust your employees and encourage flexibility in working. Remote working also works wonders for office morale, displaying your trust in employees.   Create clear promotion and reward pathways - Your employees will appreciate a clarity around career pathways and promotions. Rewarding pathways is not just about monetary rewards. If your employees know that you recognise their efforts and hard work, it motivates them and keeps them engaged and happy.    How Peninsula can help you Peninsula has worked with thousands of businesses in Australia. We create customised solutions for your employment relations needs. If you need support with creating positive workplaces, Peninsula can help you. We can help ease your stress of running a business and managing staff challenges. Call our 24/7 advice line today. The advice contained in this document is general information and not to be replaced with medical or professional advice. If you suffer from stress or any other mental health related illness, please contact a qualified medical professional. If you need legal advice about your leave entitlements, please contact a qualified employment relations professional.

Mental Health in the Workplace

Employee Burnout

The International Classification of Diseases (ICD-11) describes ‘burn-out’ as an occupational phenomenon. It further defines burn-out as a syndrome resulting from chronic workplace stress that has not been successfully managed. Burn-out occurs specifically in the occupational context and should not be applied to describe experiences in other areas of life. In simple terms, it is a combination of work-related stress, exhaustion, and negativity. Job or employee burnout is a growing phenomenon in the modern and digital age. The workplace is changing rapidly, adapting to digitalisation, and leading further to an erosion of work and personal boundaries. A survey revealed that 82% of Australian employees feel burnt out. Signs of employee burnout in the workplace We are built to handle healthy amounts of stress and pressure. When the pressure gets extreme or the environment becomes unhealthy, we inch towards psychological burnout. What are the signs of burnout at work? Mentally distant- Burnt-out employees are likely to be actively seeking a different job. This is an indication of their disconnect and feeling mentally distant. Increased absences- Burnt-out employees are more likely to take a sick day. Exhaustion- Another sign of burnout at work is extreme exhaustion and lack of sleep. Loss of productivity- One of the symptoms of burnout is loss of productivity. Employees struggling with burnout don’t want to contribute to work or learn new things or progress in their role. Negative attitude- A cynicism develops in people affected by emotional burnout. They lack motivation and can’t find meaning in work and don’t want to engage in professional or social interaction. What causes employee burnout? According to researcher and Professor Emerita of Psychology at the University of California, Berkeley, Christina Maslach says that we are attacking the problem from the wrong angle. By generally categorizing burnout as a disease or individual problem, we are concluding that there is something wrong with the person, not the companies or the workplace. Professional burnout is the result of poor organisational culture and structure. It is not specifically the fault of a single individual or an individual circumstance. Unmanageable workload- The number of hours you work each week does matter. The risk for burnout increases significantly when employees exceed an average of 50 hours per week. People who tend to work 60 hours are at higher risk of burnout. Long hours, excessive tasks, lack of clarity, or short deadlines can all lead to an unmanageable workload. Toxic workplace culture- Workplace culture is defining how an employee functions and engages with others. A toxic workplace culture could mean different things-  Lack of support- As mentioned previously, burnout is not caused by a singular factor. There is a systemic and structural lack of support that leads to burnout. Managers, leaders, and senior management fail to support employees effectively. Unfair treatment- Some employees feel burnout due to being treated differently or unfairly at work. Unfair treatment can manifest in ways such as favouritism, discrimination, consciously offering someone better and bigger projects, and ignoring the ideas of a particular person. This kind of unfair treatment causes a break in trust, and it damages the belief employees have. How to avoid burnout in the workplace? Burnout prevention strategies place a lot of emphasis on individual responsibility. This is problematic because it fails to identify structures and cultures that cause employee burnout. Organisations offer time off, perks, or other benefits to alleviate stress and burnout. The message behind offering time off is that employees need to be doing more (more mindfulness, more gratitude, more productivity) and their failure is the sole cause of their burnout. If you are asking your employees that the best thing they can do is not come to work for a while, there is something wrong with the work. Employees who return from this time off come back to the exact same situation and find themselves trapped in a cycle of stress again. But that is not to say burnout isn’t preventable. It can be fixed if the right tools are used. Integrate wellbeing a part of your culture- When your organisation integrates wellbeing as a part of the culture, instead of an afterthought, employees can avoid burnout. Employers usually invest in workplace wellness programs to decrease burnout. Studies have proven that wellness programs have no significant effects on clinical measures of health or employment outcomes.   Equip and educate your managers- Leaders and managers set the tone for the workplace. Educate your managers about the way they can support employees. Are your leaders equipped to listen? Sometimes its as simple as walking around the workplace. Management by wandering around (MBWA) is a popular practice that recommends managers to wander around. Walk the floor, ask questions, move around desks, and listen. It might seem aimless but by walking around you get to observe your employees in their space and see the real issues affecting them daily. It also helps them connect to you and feel that you are present and willing to listen.   Improve the employee experience- Employee experience begins from the time you put out a job ad. How to reduce burnout in the workplace? Business owners may not have control over external factors and the environment. Volatile economic conditions, labour shortages, and increasing expenses further contribute to the pressure of the workplace. Work itself is changing and unless we evolve rapidly with it, we will not progress. The simple truth is that reducing burnout can only be achieved if business owners and employers realign their processes and cultures. It may seem complicated and difficult in the short-term, but it will be extremely rewarding in the long run. Allow for recovery- Industries are struggling with a lack of skilled workforce. People in the construction, healthcare, and retail industry are feeling the pressure. These industries are people-oriented and can require employees to have an ongoing and high level of personal contact and physical effort. High in demand and low in resource equals high chances of burnout. It is crucial that you allow for recovery in these conditions. What do your employees need? Can you offer monetary rewards or other benefits such as a day off or other employee benefits? You can also consider offering an employee assistance program (EAP). Create social connections- Professional relationships can be rewarding but they can also be emotionally and mentally exhausting. Create social connections at your workplace. You can implement regular tea/coffee breaks where employees get to move around and talk about something other than work. Create an office playlist that they can suggest music for. Hold a yoga or meditation workshop once a month for employees to disconnect and relax. Show appreciation- Managers can show appreciation towards their employees during team meetings or check-ins. Vocalise gratitude and your appreciation openly and regularly. Foster open communication- Can your employees share their honest feelings with you? Do they have a safe space for expressing any concerns or emotions? Can they approach you to mitigate stress or reduce their workload? How does burnout affect employees? Middle-managers or people managing managers are reporting the highest levels of burnout Women are feeling burnt out more than men Short term fixes or individual solutions have no long-term curative or preventative effect on employee burnout Burnout vs depression There has been significant debate around the similarities of burnout and depression. Is burnout the same thing as depression? Some studies have suggested that the two concepts are distinct- burnout is job-related and specific to the situation, while depression is general, context free and ongoing. There are some problems with this argument. Common signs of burnout include fatigue, exhaustion, inefficacy, and lack of interest in things and people. These are also some of the symptoms of depression. There is an overlap between the two constructs. An increase in burnout causes subsequent developments in depression. So, while they are not completely independent, they are not the same either. This article is for general information purposes only and does not constitute as business or legal advice and should not be relied upon as such. It does not take into consideration your specific business, industry or circumstances. You should seek legal or other professional advice regarding matters as they relate to you or your business. To the maximum extent permitted by law, Peninsula Group disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, and reliability of the information in this article.

Mental Health in the Workplace

Depression at Work

Anxiety and depression are the most common mental health conditions experienced by people in Australia and tend to affect them during their prime working years (16 to 64 years). When you consider that majority of Australian full-time employees put in more than 40 hours every week, it is no surprise that many of them will experience depression at work. Stress, anxiety, sadness, loss of motivation, or fatigue are just some of the symptoms one may experience during depression. As everyone’s experience and perspective of mental health is different, please use the information mentioned below as general information. For accurate diagnosis or advice, please contact a qualified medical professional. Read on to find out what is considered as workplace depression, how to identify the signs of depression at work, and how can you manage depression in the workplace. What is Workplace Depression? 1 in 5 people experience poor mental health each year. A workplace or job can act as a potential contributing factor to depression, depending on the level of stress at the workplace. Generally speaking, feeling depressed at work or employee depression has little to do with the job. It is indicative of the environment that can exacerbate feelings of depression and stress. Additionally, some workplaces and roles can be more stressful or intense than others, causing employees to feel depressed and frustrated. We need to be aware of our mental wellbeing in all aspects of our lives and this includes our workplace. It is essential to note that depression is a complex medical condition with varied symptoms and levels. Multiple factors cause depression and might be at play when we consider someone struggling with workplace depression. Signs and Symptoms of Depression in the Workplace Depression at work has far-reaching repercussions for employers and employees. It can have financial impacts for business owners. Research by Beyond Blue tells us that poor mental health costs the Australian economy from $12.2 to $22.5 billion each year. As work forms a big part of our lives, it is natural to show signs of depression at work. Workplace depression symptoms are like general depressive symptoms. There might be some that may be limited and specific to a workplace setting. Isolation from colleagues Procrastination Appearance of tiredness Disinterest in tasks Forgetfulness Irritability Lack of confidence Increased absences Increase in anxiety Boredom It’s not unheard-of people with depression to become skilled at hiding and masking their emotions or feelings. This might make it difficult for you or your employees to notice symptoms or identify if anyone’s struggling. But there are further steps you can take to watch out for anyone who may be struggling and suffering from depression. This could be watching for any general physical or depressive symptoms such as: Physical symptoms (illness, fatigue, headaches) Increase or decrease in appetite and weight Change in appearance (tired, exhausted) Emotional symptoms (crying spells, tearfulness) Excess anger What Causes Depression in the Workplace? There are several reasons why employees may be dealing with depression at work. For employers it can get tricky as no two people or employees are the same. While this may feel challenging, we have outlined some common themes that can help you discover the triggers of depression at work: Toxic work environment Being overworked Working irregular hours Unsafe working conditions Being underpaid Lack of clarity in your role Micromanagement Poor or unsafe working conditions Lack of flexible work No work-life balance Lack of alignment between your values and work values No clear purpose of work Being bullied or harassed Employees are at the risk of workplace depression if they mindlessly complete tasks and goals. This causes a disconnect and leads to growing demoralization among the team members. Sometimes employees won’t even know they are being affected by work adversely. For examples employees working long hours constantly or working irregular shifts can also suffer from depression. Stress vs Depression Knowing the difference between workplace stress and depression is vital. While workplace related stress can affect your mental health, it usually decreases in intensity after the stressor passes. Work depression on the other hand can lasts for weeks and months with bursts of intensity. The Effects of Depression in the Workplace As mentioned previously, depression can have impacts and effects in the workplace: Contributes to presenteeism Impacts employee performance Poor social interactions Loss of employee morale Reduced productivity Increased sick leave/absences Work from Home Depression The pandemic ushered in an era of change at the workplace. Remote working or work from home became the norm, leading to a shift in workplace dynamics. Working from home or remote working is convenient, flexible, and helps break barriers for women or people with additional responsibilities. But it does come with its pitfalls. Working from home (WFH) demarcates the boundaries between work and personal life. Not all employees can afford a separate work area or space. This creates difficulties in separating work and home life. Your dining table, your coffee table, or your couch becomes your office area. Your brain struggles to switch off and you find yourself accessing emails or messages late at night or on weekends. WFH also leads to an erosion of routine since employees don’t have to get up early or get dressed for work. The freedom to set your own hours can cause procrastination and the failure to set realistic deadlines. WFH can also be isolating and devoid of social connections which can add to existing depression or mental health related issues. Employees are forced to rely on chats or video calls which adds to an overloaded screen time. How to Prevent Work from Home Depression? Too much change can also feel overwhelming. The past few years have caused employers and employees to take a step and revaluate what they believed was the ideal format for working. Without some measure of control, the workplace can fall into chaos. Therefore, it is essential to ensure every new system is structured and supported adequately. WFH employees are at higher risk of depression and anxiety. Employers can prevent this with few choice measures: Provide employees with regular breaks– Even at home, encourage employees to take a coffee break and have lunch away from their screen. If you have a remote team of employees, try scheduling virtual games or catch-ups that focus on team building and connection.   Stay in touch with employees- Have one check-in everyday even if it’s for 5 minutes with remote employees. Ask about their day, if they need any help, and be there for them. Work-life boundaries- If possible, ask your employees to have a separate workspace. This could be a desk, office, or study area. Ask them to switch off their work devices after work and not to check emails or messages after work hours. Encourage exercise- Ask employees to go for a walk or do yoga during their lunch break. You can also host virtual exercise sessions once a month for your team. Exercise or daily movement can help employees stay motivated and stress-free.  How to Manage Depression at Work? Employers have a duty of care towards their employees. Everyone has the right to a safe and healthy working environment. Work can be a double-edged sword when it comes to mental health or depression. Much can be done to prevent depression at work but at the same time, it can also worsen depression in some people. Employers must walk a thin line while managing depression at work. Educate yourself and staff about depression– The first step in managing any mental health related matter is awareness. Educate yourself and your staff about depression, its symptoms, what it means, and how it can be managed. By educating your staff, you also destigmatize mental health at the workplace. Provide resources- If your managers feel someone is struggling, do they have any resources to learn from? Provide adequate and correct resources to your staff. This could be in the form of mental health first aid, workshops, books, or reading materials. Facilitate open communication with staff- Having open lines of communication can benefit you and your employees. Facilitate open communication so they can talk to you, each other, and feel supported.  Understand the needs and opportunities of individual staff- Every employee is different, and it can be disheartening if employers lump them together. Identify their unique needs and opportunities. This article is for general information purposes only and does not constitute as business or legal advice and should not be relied upon as such. It does not take into consideration your specific business, industry or circumstances. You should seek legal or other professional advice regarding matters as they relate to you or your business. To the maximum extent permitted by law, Peninsula Group disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, and reliability of the information in this article.

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