Mental health issues, including addiction and substance abuse, are all forms of disability but ones that can be especially difficult for employers. They can arise or worsen with little notice, and a once-model employee can become problematic or difficult seemingly overnight. Mental illness can be episodic, and can worsen due to a variety of stresses or other factors, so an employee who dealt with a mental health disability that did not impact their workplace for a long time might now be in a position where it significantly impacts their performance.
The first step if an employer believes that an undisclosed mental health issue might be leading to a decline in performance is that duty to inquire as mentioned earlier. Human rights laws across the country require an employer to check in with an employee if they suspect that their mental health is struggling. While an employer is not allowed to know an exact diagnosis, they should first offer support to the employee, and may be able to offer counselling and other resources if they participate in an Employee Assistance Program. Improving an employee’s mental health if possible might be the simplest solution to performance issues, and improves an employee’s overall health as well.
If an employee does have a mental health disability and their performance has declined, there is a strong likelihood that the two are connected. However, this does not mean that an employer is entirely without options. If an employee has refused any offers for assistance, and refused to participate in the accommodation process, then the employer can proceed with performance management. This is however inherently risky given the employee’s health, and an employer should seek professional guidance before proceeding to any discipline.
