Employer Mental Health Policy Template

Mental health is health — and just like physical well-being, it plays a vital role in how employees show up, perform, and connect at work. By proactively supporting mental health in the workplace, companies can reduce stigma, promote inclusion, and help employees feel safe, seen, and supported.

A clear mental health policy signals that your organization values psychological well-being and provides practical resources and protections to help employees care for themselves. It ensures consistency in how mental health concerns are handled and gives managers and employees shared language around what’s available and how to ask for help.

What the Mental Health Policy Should Include

A strong and inclusive mental health policy should include:

• Purpose and scope: Why the policy exists and who it applies to
• Commitment to mental health: A clear statement of support and non-discrimination
• Available resources: Internal and external support (EAPs, mental health days, counseling, benefits)
• Workplace accommodations: How employees can request support or flexibility
• Time off policies: Mental health days, sick leave, and FMLA/ADA compliance
• Manager responsibilities: How leaders should support and respond to mental health needs
• Confidentiality: How mental health information is protected and shared
• Anti-stigma guidance: Language and behavioral expectations for fostering psychological safety
• Legal compliance: Alignment with ADA, FMLA, and applicable employment laws

Purpose of the Mental Health Policy

This policy is intended to create a psychologically safe workplace where employees feel supported in managing their mental health. It helps:

• Normalize conversations about mental health and reduce stigma
• Provide clear access to mental health resources and accommodations
• Promote employee well-being and sustainable performance
• Protect against discrimination or retaliation due to mental health conditions
• Ensure compliance with applicable laws, including the Americans with Disabilities Act (ADA)

Mental health is a shared responsibility — and everyone plays a role in building a workplace where care and compassion are part of the culture.

Sample Employer Mental Health Policy

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Effective Date: [Insert Date]
Policy Owner: People Team / HR Department / DEIB Committee
Last Reviewed: [Insert Date]

1. Policy Overview

This policy outlines [Company Name]’s commitment to supporting employee mental health and emotional well-being. We recognize that mental health is a key part of overall health, and we are committed to creating an environment where employees can thrive — personally and professionally.

This policy applies to all full-time and part-time employees, including remote and hybrid workers. Managers, HR, and team leads are expected to uphold the spirit and guidelines of this policy at all times.

2. Our Commitment to Mental Health

[Company Name] is committed to:

• Promoting a culture of openness, respect, and support
• Offering access to mental health resources and benefits
• Responding with care and confidentiality to mental health disclosures
• Ensuring that no employee is treated unfairly due to a mental health condition or challenge

We believe that mental health conversations belong in the workplace — and we’re committed to making those conversations safer and more supportive.

3. Available Resources

We offer a variety of resources to support employee mental health, including:

• Employee Assistance Program (EAP): Free, confidential counseling sessions for employees and dependents
• Mental health benefits: Coverage for therapy, psychiatry, and behavioral health through our health plan
• Wellness stipends: Reimbursement for mental wellness tools such as meditation apps or coaching (see Wellness Policy)
• Mental health days: Paid time off for emotional or psychological rest, as part of sick leave or wellness PTO
• Slack channels, workshops, and events: Optional mental wellness discussions and education throughout the year

For more details on specific offerings, contact the People Team or visit the [HR benefits portal].

4. Sick Leave and Mental Health Days

Employees may use accrued sick time for mental health needs, including:

• Attending therapy or psychiatric appointments
• Managing a diagnosed mental health condition
• Taking time to rest and recover from burnout, stress, or anxiety

You do not need to disclose the nature of your illness to your manager. If you need time off, simply follow the company’s standard sick leave request process.

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5. Workplace Accommodations

Employees experiencing mental health challenges that affect their ability to perform essential job functions may request accommodations under the Americans with Disabilities Act (ADA).

Possible accommodations may include:

• Flexible work hours or schedule adjustments
• Temporary reduction in workload
• Remote work options
• Time off for treatment or recovery
• Reassignment of nonessential duties (when reasonable)

To request an accommodation, contact [Insert HR/People Partner or ADA coordinator]. All requests will be handled confidentially and in accordance with the law.

6. Manager Responsibilities

Managers play a key role in supporting employee well-being. They are expected to:

• Foster an environment where mental health is treated with the same seriousness as physical health
• Respond to disclosures with empathy, discretion, and no judgment
• Refer employees to appropriate resources (e.g., EAP, HR, or benefits team)
• Avoid making assumptions about someone’s mental health or needs
• Model healthy boundaries, work-life balance, and openness around self-care

Managers will receive regular training on mental health awareness, inclusive communication, and legal compliance.

7. Confidentiality

All mental health-related information — including requests for accommodation, use of the EAP, or medical leave — will be treated as confidential.

Only those who need to know in order to provide support or meet legal obligations (e.g., HR, legal, or designated managers) will have access. No information will be shared without the employee’s written consent, unless legally required.

8. Discrimination and Anti-Stigma

Discrimination based on mental health status is strictly prohibited. This includes:

• Harassment, exclusion, or retaliation based on a mental health condition
• Denial of promotions, projects, or fair treatment due to perceived instability or capacity
• Dismissive comments or jokes about mental health challenges

All employees are expected to contribute to a stigma-free workplace and treat mental health concerns with respect and sensitivity.

9. Legal Compliance

This policy complies with applicable federal, state, and local laws, including:

• The Americans with Disabilities Act (ADA)
• The Family and Medical Leave Act (FMLA)
• State-specific paid sick leave or mental health day laws
• Occupational Safety and Health Administration (OSHA) standards for psychological safety

We will continue to monitor legal developments and update this policy accordingly.

Frequently Asked Questions

1. Do I have to tell my manager if I’m taking a mental health day?
No. You can simply request time off as a sick day or PTO, following normal procedures. You do not need to disclose the reason unless you want to.

2. Can I get accommodations for stress, burnout, or anxiety?
Yes. Mental health conditions that impact your ability to perform essential job duties may qualify for accommodations under the ADA. Reach out to HR to learn more.

3. What if I see a coworker struggling — what should I do?
You can check in, offer support, and encourage them to speak with their manager or HR. You’re not expected to diagnose or counsel them — just to be a caring colleague.

4. Will using mental health resources affect my performance review?
No. Using benefits or taking time off to care for your health — mental or physical — will not negatively impact your evaluation.

5. Are my therapy appointments covered by our health insurance?
Most plans offer some coverage for therapy, counseling, or psychiatry. Check with your benefits provider or HR for plan-specific details.

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