Psychosis is a serious mental health condition that can impact an individual's perception of reality, making it challenging for them to navigate daily work responsibilities. For employers, understanding psychosis in the workplace is crucial to creating an inclusive, supportive environment where employees can thrive.
This blog provides insights into the effects of managing psychosis in the workplace and actionable strategies for supporting employees effectively.
What is Psychosis?
Psychosis is a mental health condition characterized by a loss of contact with reality. It can involve hallucinations (seeing or hearing things that aren’t there), delusions (strong, false beliefs), and disorganized thinking.
According to the National Alliance on Mental Illness (NAMI), approximately 3 in 100 people will experience a psychotic episode in their lifetime.
Key symptoms of psychosis include:
- Hallucinations (auditory or visual)
- Delusions (false, persistent beliefs)
- Disorganized speech and thought patterns
- Difficulty concentrating
- Withdrawal from social interactions
Paranoia and psychosis are mental health conditions related to each other but distinct concepts in mental health.
Paranoia refers to an intense, irrational mistrust or suspicion of others. A person experiencing paranoia may believe they are being watched, persecuted, or conspired against, even when there is no evidence to support these fears. Paranoia can also occur on its own (as in paranoid personality disorder) or as part of a larger mental health condition like schizophrenia or delusional disorder.
On the other hand, psychosis is a broader term that describes a loss of contact with reality. Psychosis can also be a symptom of schizophrenia, bipolar disorder, severe depression, or even a temporary reaction to substances or stress.
The Impact of Psychosis at Work
As expected, psychosis can significantly affect an employee’s ability to perform their job, maintain productivity, and interact with colleagues.
According to a report from the National Institute of Mental Health (NIMH), individuals with psychotic disorders have an unemployment rate of nearly 80%, highlighting the difficulties they face in maintaining stable employment.
- Job performance: Employees with psychosis may experience difficulty focusing, processing information, and making decisions.
- Productivity: Research from the American Journal of Psychiatry found that individuals with untreated psychosis are twice as likely to experience workplace absenteeism and presenteeism (being physically present but unable to perform effectively).
- Day-to-day activities: Disorganized thinking and difficulty interpreting reality can make problem-solving and decision-making challenging, affecting workflow and deadlines.
- Interactions with colleagues and management: Employees experiencing psychosis may misinterpret social cues, struggle with paranoia, or withdraw from team activities, impacting teamwork and collaboration.
- Client-facing roles: Employees with psychosis may struggle with high-pressure environments, unpredictable customer interactions, or multitasking, making it difficult to maintain consistent performance.
Without proper support, employees with psychosis may experience workplace discrimination, contributing to stress and exacerbating symptoms. According to a Harvard Business Review study, 68% of employees with mental health conditions avoid disclosing their condition at work due to fear of stigma, underscoring the importance of creating a supportive workplace culture.
How Can Employers Spot Psychosis at Work?
Recognizing early signs of psychosis in the workplace can help employers intervene before symptoms escalate. Some indicators include:
- Frequent confusion or difficulty staying on topic during discussions
- Unusual or illogical statements
- Increased withdrawal or isolation from coworkers
- Extreme suspicion or paranoia toward colleagues
- Inconsistent performance or frequent absenteeism
- Changes in emotional responses (e.g., appearing extremely anxious or detached)
Mental health conditions like this one should only be diagnosed by mental health professionals. Please, avoid diagnosing employees yourself, or suggesting a mental health condition they haven’t disclosed.
How to Approach Employees Showing the Signs of Psychosis?
Does an employee need help with Psychosis? Just like any other mental condition, workplace psychosis needs support and help from colleagues and higher management to deal with the condition.
Employees experiencing psychotic symptoms may not realize they need help or may fear workplace stigma. So a thoughtful approach can encourage them to seek assistance and prevent workplace conflicts and grievances, absenteeism, or disengagement.
1. Use Compassionate and Direct Communication
When discussing concerns with an employee, remain calm, non-judgmental, and direct. Use clear and simple language to convey your observations. Avoid medical terms unless the employee has already disclosed their diagnosis.
Example: Instead of saying, “I think you’re experiencing psychosis,” say, “I’ve noticed you seem distracted and have had trouble meeting deadlines. I want to check in and see if there’s any way I can support you.”
2. Avoid Confrontation
Employees experiencing psychosis may feel defensive or fearful. Avoid accusatory language and instead express concern and a willingness to help, and ensure the conversation is private to minimize discomfort.
Example: Reducing stress in these conversations helps build trust and increases the likelihood of an employee opening up about their struggles.
3. Offer a Private and Safe Space
A quiet, non-threatening setting makes the conversation more comfortable. Meeting in a neutral space, rather than a supervisor’s office, can help the employee feel less pressured.
Example: Providing a calm, neutral setting helps minimize anxiety and allows for open dialogue.
4. Express Concern Without Assumptions
Instead of making assumptions about the employee’s mental health, focus on observed behaviors. Use neutral language and offer support rather than making a diagnosis, since employees are more likely to accept support when approached with understanding rather than labels.
Example: Rather than saying, “I think you have psychosis,” say, “I've noticed you seem overwhelmed lately. Do you need any adjustments to your workload?”
5. Encourage Professional Support
Direct the employee to resources like Employee Assistance Programs (EAPs) or workplace mental health services without pressuring them. Let them know these services are confidential and designed to help them navigate any challenges.
Example: “Our company offers an Employee Assistance Program where you can talk to a counselor confidentially. Would you like more information on that?”
How Can Employers Support Employees With Psychosis in the Workplace?
Employees with psychosis often require tailored support to maintain workplace stability and productivity. A proactive approach helps employees feel valued and ensures they can contribute effectively despite their condition. Here are some suggestions.
1. Educate Yourself and Reduce Stigma
Misunderstanding psychosis can lead to fear, discrimination, or even avoidance. Learning about it helps create a culture of support rather than exclusion.
Steps:
- Research psychosis and its symptoms, such as hallucinations, delusions, or disorganized thinking.
- Avoid assumptions—every experience of psychosis is unique.
- Provide mental health training for managers and teams to promote awareness and reduce stigma.
Meditopia for Work offers professional and specialized training for your unique corporate needs. Send us a message to discuss more!
2. Create a Safe and Open Communication Space
Employees may fear judgment or job loss, preventing them from seeking help. A supportive dialogue builds trust and encourages them to communicate their needs.
Steps:
- Have private, non-judgmental conversations if an employee appears to be struggling.
- Use open-ended questions like, “How can we support you?” rather than making assumptions.
- Respect their privacy—only involve necessary personnel in discussions about their well-being.
3. Offer Workplace Adjustments
Small accommodations can make a huge difference in managing symptoms and maintaining productivity.
Steps:
- Adjust workloads or deadlines if the employee is struggling with focus or fatigue.
- Provide a quiet workspace or allow noise-canceling headphones if sensory overload is an issue.
- Offer flexible scheduling, including remote work options if needed.
Workplace adjustments can also be considered mandatory by law in some countries.
4. Encourage Professional Support
Professional care is essential for managing psychosis, and workplaces can play a role in guiding employees toward the right resources.
Steps:
- Remind employees about the benefits of the Employee Assistance Programs (EAPs) or mental health benefits if available.
- Encourage breaks and self-care but avoid pressuring them into seeking treatment.
- If the employee is open to it, collaborate on a workplace wellness plan with HR.
5. Address Workplace Reactions and Team Dynamics
Colleagues may feel uncertain or react in unhelpful ways without guidance. A supportive team culture benefits everyone.
Steps:
- Educate teams on inclusion, confidentiality, and how to be supportive without overstepping.
- Set clear expectations for respectful behavior—no gossip or exclusion.
- Be mindful of potential conflicts and offer mediation if needed.
6. Have a Plan for Crisis Situations
While rare, an employee in distress may need immediate support, and knowing what to do prevents escalation.
Steps:
- Familiarize yourself with crisis intervention resources (e.g., mental health hotlines, company protocols).
- If an employee is in distress, remain calm and ensure they feel safe.
- In severe cases, involve HR or medical professionals as appropriate—never assume aggression or use forceful measures.
At Meditopia, we offer crisis intervention support through 24/7 phone lines. Send us a message to learn more about our mental health services for work and how we can support your unique needs.
Are There Specific Tools or Technologies That Can Assist Employees With Psychosis?
Technological advancements can help employees with psychosis manage their symptoms, stay organized, and remain productive. Many tools offer support for focus, task management, and mental health stabilization, making managing psychosis in the workplace more feasible.
- Mental Health and Meditation Apps: Apps like Meditopia and Insight Timer assist employees in reducing stress and managing anxiety through guided meditation and breathing exercises.
- 2. Task and Organization Software: Tools such as Microsoft OneNote, Notion, and Trello support employees with task management, reminders, and structured workflows, helping those who struggle with focus and organization.
- 3. Noise-Canceling Headphones: Employees with sensory sensitivity can use noise-canceling headphones to reduce distractions and improve focus in busy work environments.
- 4. Speech-to-Text Software: Programs like Dragon NaturallySpeaking and Google Voice Typing enable employees who struggle with written communication to convert spoken words into text, increasing efficiency.
- 5. Cognitive Behavioral Therapy (CBT) and Teletherapy Platforms: Platforms such as Meditopia provide remote therapy and cognitive behavioral support, allowing employees to access mental health resources privately and conveniently.
How can EAPs support employees with Psychosis?
If you create a workplace where everyone feels included regardless of their struggles against physical or mental health, you as a company become a dream for employees. It is not only an ethical imperative but a strategic advantage for the company. With EAPs, you can enjoy the following perks.
- EAPs provide confidential counseling services to help employees cope with symptoms and workplace challenges.
- They offer crisis intervention and emergency support to assist employees during acute episodes.
- Assist with referrals to mental health professionals for specialized care and treatment.
- EAPs also educate employees about psychosis and mental health management to promote awareness and self-care.
- Help employees navigate workplace accommodations such as flexible work hours or task modifications.
- Support managers in handling mental health concerns with sensitivity training and appropriate action.
- Offer stress management and coping strategies through workshops, coaching, and self-help resources.
What Types of Jobs Suit People with Psychosis?
Finding suitable employment for individuals experiencing psychosis in the workplace is crucial for their well-being and professional success. While psychosis can present challenges, many individuals can thrive in roles that offer flexibility, low-stress environments, and structured tasks.
When considering suitable roles for employees with psychosis, it’s important to prioritize positions that:
- Have predictable routines – Minimizing stress through structured workflows.
- Offer flexible scheduling – Allowing employees to manage symptoms effectively.
- Limit high-pressure social interactions – Reducing anxiety related to excessive client or coworker engagement.
- Provide a quiet and low-stimulation environment – Helping manage sensory sensitivities.
accommodations and support?
If an employee has psychosis and continues to struggle despite workplace accommodations, employers should:
- Reassess current accommodations and adjust them based on the employee’s needs.
- Encourage the use of Employee Assistance Programs (EAPs) for professional mental health support.
- Work collaboratively with the employee to identify additional support measures.
- Maintain ongoing check-ins to ensure their well-being and job satisfaction.
