Workplace Outcomes After Mental Health Disclosure: The Critical Influence of Supervisor Reactions.

purposeDisclosure of mental health condition to a supervisor at work can have positive and negative consequences. However, research on the association between disclosure and employee work outcomes is limited. The aim of this study was to investigate the association between the employee experiences during the disclosure process (positive/negative) and work ability, intent to stay, and perceived mental health stigma among Australian workers.

methodsA mixed-methods study design was carried out with cross-sectional survey data from a nationally representative sample of Australian employees (n = 322). Qualitative analysis of open-ended survey responses categorised the perceived nature of supervisor responses from the employee perspective into positive and negative with further subcategories for each, and subsequent quantitative analyses investigated the association between immediate supervisors' reactions to employees' mental health disclosures and work outcomes. Statistical comparisons contrasted those experiencing positive and negative disclosure responses.

resultsThe study found positive disclosure experiences to be more common than the negative. Expressing concern, listening attentively, and demonstrating empathy were the most widely reported positive experiences, while making judgmental and condescending remarks were the most common negative experiences. Positive disclosure experiences were significantly associated with higher work ability, intent to stay and lower perceived mental health stigma.

conclusionsSupervisor reactions to employee mental health condition disclosure were found to be significantly associated with work ability, intent to stay, and perceived mental health stigma at work for disclosing employees. Noting the limitations surrounding making causal inferences, these findings emphasise the pivotal role of the supervisor in facilitating a positively perceived disclosure experience that is associated with positive employee outcomes and well-being following disclosure. In particular, training to prepare for disclosure events and respond appropriately could be an effective approach to create a work environment in which employees feel safe to disclose, actively reduce mental health stigma in the workplace, and improve work outcomes.