Understanding Employee Rights and Well-Being

HR leaders are often asked what they’re doing to support employee wellbeing. The usual conversation is about mental health benefits, work-life balance, flexible work, mental health days, etc. But what about the well-known major life stressors that impact employee mental health and wellbeing?  How can/do we support employees during these crucial moments? Death of a loved one - What is your bereavement policy? Does it include miscarriage? Pets? Does it provide for any additional support? Or flexibility to spread the time off over a period of time? Do you have comms that help managers support grieving employees? This is a moment that really matters to employees and the support they get (or don’t get) has a huge impact on their wellbeing. (Check out Bereave for ideas on policies/support or Pyn’s Open Library for template comms) Financial challenges / changes - Providing financial education is fine, but there’s so many more ways to support an employees’ financial wellbeing (and thus their overall wellbeing) beyond providing an equitable/competitive salary. Could you offer student loan repayment programs, 401k match, employer-paid disability insurance, or access to a certified financial planner? One-size-fits-all programs aren’t likely to meet the needs of everyone currently in the workforce so even better if you can let people select the option that works best for them. Becoming a caregiver -  What is your parental leave policy? Do you provide career coaching or flexible work options to parents returning from leave? Do you have benefits related to child care or elder care? For folks who have very many ideas about how to support caregivers I highly recommend following: 🏡 Kim Rohrer, Allison Whalen, Cassandra Babilya, Kaleana Quibell You can also check out benefits like Overalls (full disclosure I'm an advisor) that offer support to employees throughout a variety of life stressors. When we think about how to support employee mental health and wellbeing there are actually so many things as HR leaders that we can impact! What would you add to the list that's perhaps an "outside the box" approach to supporting employee mental health/wellbeing?

When I started my career, I had no idea how to fully utilize the health & benefits package my employer provided. Here's why: I’d skim the list of perks, use what seemed obvious, and ignore the rest. Why? → I didn’t understand how to access the resources. → No one explained how these benefits could actually improve my work & life. It wasn’t until burnout hit me hard in 2018. A 5-hour daily commute and constant stress that I realized I was leaving so much on the table. Here’s what I learned: ✔️ Your health & benefits aren’t just perks, they’re tools to help you thrive. ✔️ Employers invest in these programs (excluded from your take-home salary) to support your well-being. ✔️ But you have to actively use them. If you’re not taking advantage of your benefits, here’s where to start: 1️⃣ Understand What’s Available Ask yourself: Do you know what’s included in your benefits package? ➕ From professional development programs to wellness reimbursements, most employees only use a fraction of what’s offered. 2️⃣ Access Resources for Immediate Impact → Feeling overwhelmed? Look into your Employee Assistance Program (EAP). → Paying out-of-pocket for therapy? Many plans cover mental health services. → Struggling with fitness? Check for wellness stipends or gym discounts. → Facing workplace challenges? Build connections. ➕ Having a best friend at work is proven to boost your well-being and engagement. 3️⃣ Build a Strategy Just like career goals, your health requires a plan: → Schedule time to explore your benefits portal. → Talk to HR about what’s underutilized. → Prioritize your physical and emotional well-being. Here’s the truth: Your health is a daily journey. Don’t wait for a crisis to take advantage of what’s available to you. After all, that's money you are not taking home in your salary. My story is a lesson I share with every client I work with now — a well-being strategy isn’t a “nice-to-have”; it’s a must-have. Have you taken a strategic approach to maximizing your benefits at work? What strategies do you use? #WellBeing #EmployeeBenefits #Burnout #WorkplaceWellBeing #EmployeeEngagement

Did you know that you can leverage the Americans with Disabilities Act (ADA) to request work-from-home (WFH) accommodations based on mental health conditions? This could significantly reshape the "Return to Office" (RTO) landscape, creating both opportunities and challenges for employees and employers alike. Understanding RTO Mandates and the ADA: - The ADA requires employers to provide reasonable accommodations for employees with disabilities, including mental health conditions. - Keith Sonderling, Commissioner at the EEOC, highlights the importance of engaging in an interactive process with employees who request accommodations for mental health conditions. - Brandalyn Bickner, EEOC spokesperson, emphasizes that "reasonable accommodation" includes modifying workplace policies, potentially enabling remote work for employees with disabilities. The Impact of ADA Awareness on RTO Dynamics: - Many employees are unaware they can request remote work as an accommodation for mental health conditions such as anxiety, depression, or PTSD. - Increased awareness could dramatically shift current RTO dynamics, leading to more accommodation requests. - Employees need a formal diagnosis from a licensed mental health professional to claim a WFH accommodation. This must indicate that remote work is necessary for managing their condition. Legal Precedents and Employer Responsibilities: - The EEOC has shown its teeth, as seen in the ISS Facility Services, Inc. settlement and a complaint against a Georgia company for ADA violations. - Employers must navigate legal requirements and handle accommodation requests carefully to avoid discrimination and legal repercussions. Balancing Employee Needs and Operational Efficiency: - Employers should develop clear, consistent policies for handling accommodation requests, including training for managers and HR professionals. - Creative solutions, such as hybrid work schedules, flexible hours, or designated quiet spaces in the office, can help balance remote work with in-office expectations. As the workplace continues to evolve, the interplay between mental health accommodations and remote work will remain a critical issue. Employers have a legal obligation to inform their staff of their rights under the ADA and must be prepared to accommodate legitimate mental health needs while maintaining operational efficiency. Creating an inclusive work environment that supports mental health without sacrificing the benefits of in-person collaboration is crucial. By navigating this complex landscape thoughtfully and legally, employers can foster a workplace that respects employees' mental health needs and drives business success.