Work as the First Line of Defense Against Depression

"You look like you need a vacation," said John. David shrugged. "Yeah, I guess. Haven't had one in a while, huh?" His eyes drifted into the distance as his mind reached for the last time he truly felt at peace.

John had no idea that David is severely depressed, and David might not even tie the real weight of the situation to depression at all. These are made-up characters in a made-up scene, but they are not far from the daily reality of many people, and not only colleagues.

By now everyone knows that taking breaks helps, whether they last minutes, hours, days, or whole vacation weeks, as long as we do not touch work during them. There are plenty of studies on it. A break is the obvious move against burnout, stress, and other forms of a negative workplace experience.

But it should not be the be-all and end-all, nor a disaster preventer. As much as you might look forward to a breath of fresh air, dipping your toes in crystal-clear azure water, or stuffing your belly with delicious foreign food, a vacation may not help with whatever you are leaving behind, or in the worst case running away from. And it may not clear up the core issues underneath.

The point of this article is not to bash vacations, sick days, or any other break from work, which are all vitally important. The point is to look at how companies and employees can improve their overall mental health and not rely on vacation days alone.

Look at the numbers from the WHO [1]. In the Netherlands, an estimated 58% of work-related disabilities are tied to mental health. The UK reports that 30 to 40% of work absences trace back to some form of mental illness. Worldwide, around 15% of workers live with a diagnosed mental disorder, and depression and anxiety cut roughly 12 billion working days every year, about 1 trillion US dollars in lost productivity.

Add the undiscovered and undisclosed cases, and these numbers become almost alarming. They are not improving year over year, as more people are diagnosed with depression, anxiety, ADHD, and other widespread mental disorders, along with the ones not yet in the spotlight. This is the current reality.

The working population spends on average a third of each day at work, roughly 20% of all the time they have in a year. That is no small bite. There is a good chance your colleagues or your boss are among the people you spend the most time with. We can try to hide it, but it is usually not just about work; workplace friendships matter to us too, most of the time.

That means your colleagues are also far more likely to shape your mood or notice when it turns, among other things, acting as a kind of social anchor.

This gives the workplace a unique chance to act as a safe haven, to not make things worse but actually make them better. Employers should care about their employees' mental health and their overall mental state. They should invest in facilities and benefits that look after our mental well-being. And colleagues should practice empathy and caution.

From the perspective of an employer or an HR manager, one of the most important things is not being afraid to "get your hands dirty". That means talking with each of your employees about their mental state, at least once, ideally on a regular basis.

Do not stigmatize mental health issues further; talk about them openly and in detail. Admit your own struggles too, even if you just feel a little gloomy on a Sunday afternoon. By acting like you never have such moments, you set unrealistic expectations.

Offer mental-health benefits at work, such as paid therapy, nature retreats, sports, and other experiences that research shows improve mental well-being. Work with therapists if you need to, and tailor the benefits to your specific employee demographic.

Most of all, listen, listen, and listen. Just as your employees need to listen to themselves, you need to listen to them. Let them tell you what would help in their situation, and then adjust and adapt based on their feedback.

Be open about your diagnosis. Just as it is common to share food allergies or even physical disabilities, it should be completely normal to let your employer know about any mental condition that might affect your work or your performance, even in a rare case. Others cannot listen if you do not speak up.

With so many people living with depression, anxiety, and other illnesses, it is becoming far more common, and there is no shame in admitting it and giving a heads-up.

Work on listening to yourself and on the inner dialogue you have every day. That means, for example, being able to read what you need in the moment, what would bring you joy, and how you could make a passing state better for yourself. It comes down to the simplest question: "What would bring me more happiness or comfort right now, at this very moment?"

And last but not least, learn to balance your work time. As mentioned at the start, taking a break, going on vacation, and making room for any downtime is incredibly important for mental health. But be careful with these tools, because it is easy to start using vacations as an escape that checks you back in with baggage you will always reclaim.

The first line of defense is the people who work closest to you: your colleagues. These are the people you spend the most time with, and the ones who could probably say the most about you.

Even at the risk of coming across as a bit too worried, it is worth asking the questions whenever you sense, even slightly, that someone is struggling. One of the most important things for people with depression is knowing they are not alone and that someone cares, because the illness keeps telling them otherwise.

Asking about anything is miles better than doing nothing. If a colleague shares their struggle with ADHD, ask how you could help avoid setting off their triggers. If a colleague has anxiety, ask what comforts them. If you are not sure about something, just ask.

It is not "your job" to fix their hard situation. Sometimes all it takes is a good listener.

According to APA's 2022 Work and Well-being Survey [2], 81% of people said they will look for workplaces that support mental health in their future job search. Employers should not take that lightly.

Promoting good mental well-being, offering and normalizing therapy, practicing empathy and mindfulness, fostering safe work environments, and being inclusive will be the top qualities of a job in the years to come.

Think of your colleagues. Sometimes you are the only person they see all day.

[1] https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work

[2] https://www.apa.org/pubs/reports/work-well-being/2022-mental-health-support

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