Panic attacks are intense episodes of sudden fear or anxiety that can disrupt an individual’s ability to function, especially in a work setting. The purpose of this article is to offer insights into how panic attacks in the workplace affect employees and to provide guidance on how HR professionals and managers can effectively support those dealing with these experiences.
What is a Panic Attack?
A panic attack is a sudden and overwhelming episode of intense fear, anxiety, or discomfort that triggers a range of physical and emotional symptoms.
Typically, a panic attack peaks within minutes and includes symptoms such as:
- Rapid heartbeat
- Sweating
- Trembling
- Shortness of breath
- Chest pain
- Dizziness
- Feelings of detachment
These symptoms can feel severe and, in some cases, mimic those of a heart attack, which can be distressing for the adult experiencing it.
An employee with panic attacks may find it challenging to concentrate, engage in team activities, or manage stress effectively. Without adequate support, these episodes can lead to long-term consequences for both the employee’s mental health and workplace dynamics.
Moreover, approximately 28% of workers report experiencing an anxiety or panic attack during their career, according to the Anxiety and Depression Association of America (ADAA).
The Impact of Panic Attacks at Work
Panic attacks in the workplace can significantly disrupt an employee's job performance and overall productivity; when an employee experiences a condition like this, their ability to concentrate, manage tasks, and communicate effectively is compromised. Here’s how panic attacks can affect different aspects of work:
- Panic attacks contribute to reduced workplace performance (56% of cases), strained coworker relationships (51%), and a drop in work quality (50%).
- An employee with panic attacks may struggle to meet deadlines, complete tasks, or follow through on responsibilities.
- Employees who regularly experience panic attacks may also take more frequent sick days or experience burnout, which further affects productivity.
- An employee managing panic attacks at work may appear withdrawn or avoid certain situations that could trigger anxiety.
- Employees who experience this condition may be hesitant to approach management with concerns or struggle to participate in client meetings.
How Can Employers Spot Panic Attacks in Employees?
Recognizing a panic attack in the workplace involves understanding the common signs and symptoms that may indicate an employee is struggling. Here are some indicators that may suggest an employee needs support for managing panic attacks:
- Frequent displays of physical symptoms such as sweating, shaking, difficulty breathing, or dizziness, especially during meetings or presentations, can signal a panic attack.
- Avoiding social interactions, isolating themselves, or leaving abruptly during the workday.
- An employee may vocalize feelings of extreme stress, fear, or anxiety about tasks or social interactions.
Please, use this information as a guide instead of a diagnosis. Panic attacks at work are a symptom of an underlying condition, which could be anxiety, trauma, PTSD, or a response to a process that could affect their mental well-being and stability, like forced ranking or outplacement.
How to Approach Employees Showing Signs of Panic Attacks
Approaching an employee with panic attacks requires empathy, sensitivity, and a clear strategy to communicate supportively. If you need to manage an employee with panic attack while they are having one, please consider the following:
- Approach them calmly, keeping a low, soothing tone. Let them know they are safe and that you are there to help.
- If possible, gently guide them to a quieter area with minimal distractions. Avoid touching them if they express discomfort.
- Suggest slow, deep breaths, or breathe with them to help regulate their breathing. You could say, “Let’s breathe together—inhale slowly, and exhale slowly.”
- Refrain from phrases like “calm down” or “it’s all in your head,” as these can increase their distress.
- Remain nearby until the symptoms subside, offering quiet reassurance and avoiding overwhelming them with questions.
Now, when the panic attack is over, consider the following guides to approach the employee:
- Choose a Private, Calm Setting: It’s essential to approach the employee in a private and calm setting to respect their privacy. Initiate the conversation by expressing your concern, focusing on their well-being rather than any perceived performance issues.
- Use Empathetic and Open Language: Ask open-ended questions and listen attentively to understand their needs. Avoid making assumptions; instead, use language that shows empathy, such as, “I’ve noticed you seem overwhelmed lately. Is there any way we can support you?”
- Offer Information on Available Support Resources: Provide information on resources such as Employee Assistance Programs (EAPs), counseling services, or flexible work options. Let the employee know that they have access to support without pressuring them to accept assistance right away.
How Can Employers Support Employees with Panic Attacks in the Workplace?
Employers can take proactive steps to create a supportive work environment for employees experiencing panic attacks. Here are several practical ways to offer assistance:
1. Provide Quiet Spaces for Panic Recovery
Offering a designated quiet room allows employees to step away and manage symptoms during a panic attack. This workplace adjustment provides a safe environment for employees to practice self-regulation techniques, and can significantly reduce the impact.
2. Train Managers to Recognize and Respond to Panic Attacks
Equip managers with training to recognize signs of a panic attack and learn how to help employees with panic attacks effectively. This training not only reduces stigma but also improves workplace functioning by ensuring employees feel safe seeking help. You can count on Meditopia for Work trainings to achieve this.
3. Provide Access to Therapy and Panic Management Tools
Through Employee Assistance Programs (EAPs), offer access to therapy focused on managing panic attacks, like cognitive-behavioral therapy (CBT). CBT and similar therapies teach coping strategies that employees can use both at work and in daily life.
4. Promote Awareness and Understanding of Panic Attacks
Awareness campaigns about panic attacks in the workplace create a more inclusive environment and educate the team on supportive behaviors. By fostering empathy, employers help prevent misunderstandings and promote employee well-being, which positively influences overall morale and productivity.
5. Offer Flexible Work Arrangements to Manage Stress Triggers
Flexible work options, such as adjusted schedules or occasional remote work, are essential workplace adjustments for employees prone to panic attacks. Providing flexibility helps reduce anxiety by minimizing exposure to stressors.
Are There Specific Tools or Technologies That Can Assist Employees with Panic Attacks?
There are various tools and technologies that can be beneficial for employees with panic attacks to help them manage symptoms, improve their coping skills, and enhance their functioning at work. Here are a few effective options:
- Meditopia: We are a mental health and mindfulness platform with breathing exercises, and relaxation techniques that employees can use to manage panic attacks in the moment. Our content provides mental health resources to help employees regain calm and focus during stressful times in and out of work.
- Wearable Devices for Heart Rate Monitoring (Hardware): Wearables like Fitbit and Apple Watch monitor heart rate and can alert the user when elevated heart rates signal the onset of a panic attack. This awareness allows employees to initiate their coping strategies early, preventing escalation.
- Noise-Canceling Headphones (Hardware): Noise-canceling headphones provide a quiet environment for employees in noisy workplaces, which can be particularly helpful for those managing panic attacks. Reducing external stimuli aids in calming the nervous system, which positively influences behavior and improves workplace functioning.
How Can EAPs Support Employees with Panic Attacks?
Employee Assistance Programs (EAPs) are designed to provide mental health resources and support, making them instrumental in helping employees manage panic attacks in the workplace. Here’s how EAPs offer valuable support:
- EAPs provide access to confidential counseling sessions that address anxiety and panic management. Therapy sessions help employees develop coping mechanisms and learn strategies to reduce the frequency and intensity of panic attacks.
- For immediate support during high-stress situations, Meditopia offers 24/7 crisis intervention hotlines. Employees experiencing a panic attack at work can reach out to these resources, allowing them to receive immediate guidance and support. Such interventions can be invaluable for both the employee’s mental health and their ability to regain calm quickly.
- EAPs often provide HR and managers with guidance on creating inclusive workplace policies that support employees dealing with panic attacks.
What Types of Jobs Suit People with Panic Attacks?
Certain types of jobs or roles can be more compatible for an employee with panic attacks, as they offer environments that reduce potential triggers, promote flexibility, and allow for individualized pace and focus. Here are some well-suited job options for individuals managing panic attacks in the workplace:
- Jobs that allow remote work or a work-from-home arrangement, such as freelance writing, graphic design, or data analysis, can be particularly beneficial.
- Roles like software development, research analysis, and IT support are generally suited to individuals who prefer focused, independent work with minimal direct interaction.
- Creative fields such as photography, writing, and art are well-suited for those who find comfort in self-expression and creative outlets.
Please, consider that these types of jobs for people who experience panic attacks are simply recommendations.
FAQs: Panic Attack in the Workplace
What role does communication play in supporting employees with panic attacks?
Effective communication is essential in managing employees with panic attacks. Open, empathetic communication helps build trust, allowing employees to feel safe discussing their needs and accessing workplace accommodations. Clear communication also provides reassurance, reducing stress and making employees feel understood and supported.
What are some common challenges employees with panic attacks face in the workplace?
Employees with panic attacks may experience challenges such as difficulty focusing, fear of certain social interactions, and stress in high-pressure situations. They may also struggle with absenteeism due to panic symptoms and fear of stigmatization, which can affect their workplace functioning and overall job satisfaction.
What reasonable accommodations can employers provide for employees with panic attacks?
Employers can offer reasonable accommodations such as flexible schedules, access to quiet spaces, and remote work options to support employees with panic attacks. Additional accommodations include providing resources for mental health, such as Employee Assistance Programs (EAPs), and allowing for periodic breaks to help employees manage their symptoms.
How should an employer handle confidentiality and privacy concerns related to panic attacks?
Employers must maintain strict confidentiality regarding an employee’s panic disorder. Any discussions about the condition or accommodations should be limited to relevant personnel, respecting the employee’s privacy and ensuring a safe and supportive work environment.
What steps should be taken if an employee with panic attacks is struggling despite accommodations and support?
If an employee with panic attacks continues to struggle, employers should reassess the current accommodations, offer additional mental health resources, and encourage the employee to seek professional help. Open communication and regular check-ins can also help in understanding the employee's ongoing needs while reinforcing a supportive approach. Consider that termination due to mental health reasons may not be legal in your country.
