Trauma in the Workplace: Supporting Employees with Trauma

Understanding the unique challenges faced by an employee with trauma is essential for creating a supportive and inclusive work environment. This article will explore how trauma in the workplace impacts daily functioning, productivity, and mental health, while offering practical guidance on how employers can effectively support them through workplace policies, mental health resources, and compassionate management strategies.

‍

HR teams around the world use Meditopia to plan strategic benefits and build more engaged and productive teams. Ready to learn how? Contact us today for a tailored demo.

Book a Free Demo

What is Trauma?

Trauma is a psychological response to experiencing or witnessing a deeply distressing or disturbing event. It can stem from various situations such as accidents, violence, natural disasters, or personal loss. 

The core characteristics of trauma often include:

• Emotional numbness
• Flashbacks
• Heightened anxiety
• Avoidance of situations that trigger memories of the event

Therefore, individuals dealing with trauma may struggle with concentration, emotional regulation, and maintaining a sense of safety.

Understanding trauma in the workplace is crucial because it can significantly impact an employee with trauma in terms of job performance, productivity, and interactions with others. 

Also, symptoms of trauma may surface at work, affecting focus, behavior, and overall well-being of different departments. That’s why employers who are knowledgeable about how to help employees with trauma, and are committed to managing employees with trauma, can create a supportive environment, making it easier for affected employees to cope, seek help, and thrive in their roles.

The Impact of Trauma at Work

According to the Substance Abuse and Mental Health Services Administration (SAMHSA), 61% of men and 51% of women in the U.S. report exposure to at least one traumatic event in their lifetime. 

Moreover, around 1 in 3 adults in England report having experienced at least one traumatic event according to the Mental Health Foundation. This widespread prevalence means that many employees are likely dealing with trauma in some capacity, which can manifest in the workplace this way:

• Job performance: Trauma often leads to difficulty concentrating, increased absenteeism, and trouble meeting deadlines. Research shows that individuals dealing with trauma are three times more likely to take extended sick leave .
• Productivity: Employees may find it hard to stay on task, complete projects, or keep up with their workload due to fatigue, anxiety, or emotional distress. This causes companies all over the world to lose millions due to insurance costs, absenteeism, and work not done properly. 
• Day-to-day work activities: Employees dealing with trauma might experience flashbacks or heightened anxiety during seemingly ordinary activities, affecting their ability to maintain a consistent work routine. This can lead to disengagement from work activities and strained workplace relationships.

• Colleagues: An employee with trauma might withdraw from social interactions, avoid team activities, or have difficulty communicating effectively. This can create misunderstandings or tension within teams.
• Management: Employees may struggle to express their needs to managers or ask for support, which could further impact their performance and well-being. Signs of trauma, like increased irritability or emotional responses, may be misinterpreted if not understood in context.
• Clients: Trauma can affect client-facing roles as well, where emotional regulation and focus are key. Employees may find it hard to maintain professionalism if trauma-related stress becomes overwhelming during interactions.

What is a Trauma-Informed Workplace?

A trauma-informed workplace is an organizational environment that recognizes, understands, and actively addresses the impact of trauma on employees. It adopts principles and practices that prioritize psychological safety, empathy, and support, ensuring that all employees feel valued and empowered to thrive.

Key Principles of a Trauma-Informed Workplace

1. Awareness of Trauma: A trauma-informed workplace acknowledges that trauma can result from various sources, including workplace incidents, personal life events, or systemic issues like discrimination or harassment. It emphasizes education and awareness about the prevalence and impact of trauma.
2. Psychological Safety: Creating a safe space for employees is paramount. Psychological safety involves fostering an environment where employees feel secure to express themselves without fear of judgment, ridicule, or retaliation.
3. Empathy and Compassion: Trauma-informed workplaces prioritize empathy by training leaders and managers to respond with understanding and care to employees’ challenges, recognizing that everyone’s experiences are unique. Meditopia for Work can help you train your team's on this topic with expert-led workshops, webinars, and programs.
4. Supportive Policies and Practices: These workplaces implement policies that minimize triggers and barriers for trauma-affected employees, such as flexible work arrangements, mental health resources, and grievance mechanisms.
5. Empowerment and Collaboration: Trauma-informed workplaces empower employees by involving them in decision-making processes and providing opportunities for feedback and collaboration, which build trust and resilience.

How Can Employers Spot Trauma in Employees?

Recognizing trauma in the workplace is essential for offering timely support and creating a healthy work environment. However, common signs and symptoms of trauma may not always be obvious, but there are key indicators that an employee might be struggling with trauma-related stress:

1. Absenteeism and Presenteeism: One of the early signs of trauma is an increase in absenteeism, where the employee frequently takes sick leave. Alternatively, the employee may engage in presenteeism, where they are physically present but mentally disengaged, leading to reduced productivity.
2. Changes in Behavior and Functioning: Trauma can cause noticeable behavioral shifts, such as increased irritability, withdrawal from social interactions, or avoidance of certain tasks or situations. These changes can affect an employee’s functioning within their team and overall engagement in their role.
3. Emotional Outbursts or Detachment: An employee with trauma might exhibit emotional instability, such as sudden outbursts of anger or episodes of deep emotional detachment. These responses can be triggered by seemingly unrelated events or interactions, which might be misunderstood in the workplace.
4. Difficulty Concentrating: Trauma often affects cognitive abilities, leading to memory issues, difficulty focusing on tasks, or indecisiveness. 
5. Increased Use of Sick Leave: Employees struggling with trauma may use more sick days due to the physical and emotional toll it takes on their health. This consistent use of leave is often a sign that intervention may be needed, such as offering therapy through an Employee Assistance Program (EAP).

Now that you know how to recognize when an employee has trauma, or apparent symptoms of this condition, you are better equip to understand how to accommodate an employee with trauma. Let's begin by the first approach, shall we?

How to Approach Employees Showing Signs of Trauma

When you suspect that an employee is experiencing trauma in the workplace, it's important to approach the situation with care, empathy, and respect for their privacy. Here are steps to help employers address these concerns:

1. Initiate a Private and Respectful Conversation: Begin by choosing a quiet, private setting to discuss your concerns with the employee. Focus on observable changes in their behavior or performance. Frame the conversation around your desire to support their well-being and help them succeed in their role.
2. Recognize Potential Triggers: These could be specific tasks, environments, or interactions that remind them of their trauma. If you can identify them prior to the meeting, ask the employee about them and if there’s anything you could do to alleviate the burden. 
3. Avoid Pushing for Details: Trauma is deeply personal, and asking an employee to share specifics about their experience could unintentionally retraumatize them. Instead, keep conversations focused on behavior and performance changes you’ve noticed in the workplace. For example, “I’ve noticed you’ve seemed a bit more stressed recently, and I want to make sure you’re getting the support you need” is better than directly asking about their trauma. 
4. Offer Workplace Adjustments: These could include modified work hours, quiet workspaces, or temporary workload reductions. These adjustments can help the employee manage their trauma symptoms while maintaining their productivity and well-being. 
5. Provide Access to Mental Health Resources: Make sure the employee is aware of the company's mental health resources, such as an Employee Assistance Program (EAP) or access to counseling services. Offering this support shows that you are committed to helping them cope with trauma in a confidential and non-judgmental way. 
6. Work with Management on Policies and Practices: Encourage management to adopt policies that accommodate trauma survivors. Implementing workplace policies that prioritize well-being and mental health can ensure that employees feel supported in the long term. 

Also, regular training for managers can help them better understand how to accommodate employees with trauma and foster a compassionate work environment. Meditopia for Work offers training, workshops, and webinars to support you on this matter.

How Can Employers Support Employees with Trauma in the Workplace?

Supporting employees with trauma requires a thoughtful, trauma-informed approach that ensures both the employee with trauma and the wider team feel safe, supported, and valued. Here are practical steps and examples that organizations can implement to support employees dealing with trauma:

1. Offer Reasonable Adjustments

Trauma can significantly impact an employee’s ability to perform certain tasks or work under standard conditions. Offering reasonable adjustments provides the flexibility they need to cope while remaining productive. These could include:

• Flexible working hours: Allow employees to modify their work schedules to accommodate therapy sessions or give them time to cope with their symptoms.
• Quiet spaces: Provide access to quieter, less stressful work environments where they can focus without triggers such as noise or overcrowding.
• Task modifications: Adjust specific tasks or responsibilities to minimize the potential for emotional distress, such as reassigning client-facing roles to other team members temporarily.

Example:
An employee with trauma may find it difficult to concentrate in a noisy office environment. Allowing them to work flexible hours to attend therapy or providing access to a quiet workspace minimizes potential triggers and helps them feel supported.

Why It Helps:
Adjustments create a safer and more accommodating work environment, allowing employees to focus on their tasks without additional stress. These measures demonstrate the organization's commitment to inclusivity and mental well-being.

2. Provide Specialized Training for Management and Staff

Managers and staff often lack the knowledge to address trauma in the workplace effectively. Specialized training equips them with the skills to recognize, respond to, and support employees dealing with trauma. Trauma-sensitive training should teach managers to:

• Approach discussions around trauma with empathy and confidentiality.
• Recognize signs of trauma, such as changes in behavior or performance.
• Manage sensitive conversations to offer appropriate accommodations without pushing for personal information. This training fosters a workplace culture that prioritizes compassion and support.

Example:
A manager notices an employee with trauma showing signs of withdrawal and declining performance. Trauma-sensitive training helps the manager approach the conversation with empathy, ensuring confidentiality while discussing potential accommodations.

Why It Helps:
Training fosters a compassionate workplace culture, reduces stigma, and ensures employees feel safe disclosing their struggles. Managers equipped with these skills can proactively support their team, reducing absenteeism and turnover.

The Mental Health Foundation emphasizes that good mental health at work and effective management go hand in hand, with evidence suggesting that workplaces with high levels of mental well-being are more productive.

3. Ensure Access to Mental Health Resources

Making trauma-specific therapies accessible through Employee Assistance Programs (EAPs) or health benefits allows employees to seek professional help and manage their symptoms effectively. Trauma-specific therapies such as trauma-focused cognitive behavioral therapy (TF-CBT) or Eye Movement Desensitization and Reprocessing (EMDR), are highly effective for individuals dealing with trauma. 

Moreover, a study published in JAMA Pediatrics reported that trauma symptom scores decreased by 81.9% among participants who received TF-CBT, compared to a 21.1% reduction in the control group, indicating a substantial effect size.

Example:
An organization partners with a provider to offer trauma-focused cognitive behavioral therapy (TF-CBT) and Eye Movement Desensitization and Reprocessing (EMDR) through their EAP. An employee with trauma who participates in these therapies experiences significant symptom reduction and improved focus at work. You could also consider giving them access to mental health platforms like Meditopia for Work, so they can feel empowered to reach therapists and content focused on their condition anytime they need it.

Why It Helps:
Trauma-specific therapies are evidence-based approaches proven to help individuals recover. By providing access, employers create a supportive environment where employees feel encouraged to prioritize their mental health.

4. Implement Awareness Campaigns

Awareness campaigns normalize discussions about trauma in the workplace and reduce stigma. Employees are more likely to seek help when they know they won’t face judgment.

Hosting awareness sessions or seminars on topics like trauma, PTSD, and mental health can reduce stigma and make it easier for employees to seek help. By normalizing discussions around trauma, employees feel more comfortable accessing support mechanisms without fear of judgment.

Example:
A company hosts a seminar during Mental Health Awareness Month that covers topics like PTSD, recognizing signs of trauma, and accessing available resources. This open dialogue encourages employees to connect with the support they need.

Why It Helps:
Awareness campaigns foster a more informed and empathetic workplace. Employees with trauma feel less isolated and more empowered to seek assistance without fear of discrimination.

5. Introduce Support Groups or Peer Networks

Support groups provide employees with a safe, non-judgmental space to share experiences, coping strategies, and encouragement. These groups can offer emotional support, create connections, and provide practical tips for managing trauma at work.

Example:
An organization establishes a trauma support group facilitated by a trained counselor. An employee with trauma joins and finds comfort in connecting with others who understand their experiences, leading to reduced feelings of isolation.

Why It Helps:
Research indicates that workplace isolation negatively impacts employee well-being, while supportive behaviors can mediate this effect, leading to improved job satisfaction. Peer support networks promote emotional healing and build a sense of community. Employees who feel connected to others are more likely to stay engaged and motivated at work.

6. Implement Strict Policies Against Common Drivers of Workplace Trauma

Establishing and enforcing clear policies that address behaviors leading to workplace trauma—such as bullying, harassment, and discrimination—is essential for creating a safe and supportive environment.

Example: A company implements a zero-tolerance policy towards workplace bullying and harassment, providing regular training sessions to educate employees about acceptable behavior and the procedures for reporting incidents.

Why It Helps: Strict policies serve as a deterrent against harmful behaviors, ensuring that all employees understand the consequences of such actions. This proactive approach fosters a culture of respect and safety, reducing the incidence of trauma and promoting overall well-being.

7. Promote Open Communication

Open communication between employers and employees is a powerful catalyst for a thriving workplace. It builds trust, engagement, and alignment, facilitates problem-solving and conflict resolution, fuels innovation, and enhances employee well-being and satisfaction. Encouraging open and transparent communication within the workplace allows employees to express concerns, share ideas, and seek support without fear of judgment or retaliation.

Example: An organization establishes regular town hall meetings and anonymous feedback channels, enabling employees to voice their thoughts and concerns directly to management.

Why It Helps:Open communication builds trust, enhances collaboration, and ensures that issues are addressed promptly. It creates an environment where employees feel valued and heard, which can mitigate the effects of workplace trauma and contribute to a healthier organizational culture.

Are There Specific Tools or Technologies That Can Assist Employees with Trauma?

Yes, several tools and technologies can support employees dealing with trauma in the workplace, helping them manage symptoms, stay organized, and improve focus.

• Platforms like Asana, Trello, and Monday.com allow employees to manage their tasks visually, break down large projects into smaller steps, and set deadlines; helping them maintain a structure and stay on top of their responsibilities.
• Tools like Slack or Microsoft Teams can be useful by fostering clear communication and teamwork without overwhelming direct face-to-face interactions, which can sometimes be stressful for trauma survivors.
• Apps like Meditopia offer guided meditation and breathing exercises that can help employees reduce anxiety, ground themselves in stressful moments, and manage symptoms of trauma more effectively.
• Offer noise-canceling headphones that can create a quieter, more controlled environment for employees who may be easily triggered by loud or busy settings.

There are many other apps and software that can support employees with trauma, however, they have a therapeutic approach and should only be recommended by mental health professionals. Please keep this in mind when dealing with trauma in the workplace.

How Can EAPs Support Employees with Trauma?

Employee Assistance Programs (EAPs) offer essential support to employees dealing with trauma in the workplace by providing confidential resources, tools, and access to mental health professionals. Here’s how EAPs can specifically help employees coping with trauma:

1. Access to Trauma-Specific Therapy: This includes therapy options like Trauma-Focused Cognitive Behavioral Therapy (TF-CBT) or EMDR, which help employees process and manage their trauma in a safe, professional environment. Employees can work through the emotional aspects of trauma while still fulfilling their work responsibilities.
2. Crisis Intervention: In cases of acute distress or trauma flare-ups, EAPs can offer immediate crisis intervention services. This ensures that an employee needing help for trauma can quickly access support, reducing the risk of further emotional harm or absenteeism from the workplace.
3. Confidential Counseling: Trauma survivors may be hesitant to disclose their condition in a work setting. EAPs provide a confidential platform where employees can seek support without worrying about stigma or workplace repercussions.
4. Education and Resources: EAPs provide educational resources on coping with trauma, including workshops on stress management and mindfulness. They also guide employers on how to create a supportive environment for trauma-affected employees by providing training and awareness on trauma-informed management.

What Types of Jobs Suit People with Trauma?

Finding the right role for an employee with trauma is crucial for fostering productivity, emotional well-being, and job satisfaction. Trauma survivors often thrive in jobs that offer flexibility, autonomy, and reduced stress. Here are some roles that may be particularly well-suited for individuals dealing with trauma:

• Some trauma survivors may find fulfillment in helping others through roles in counseling, social work, or peer support. Working in fields that help others heal from trauma allows them to use their own experiences to support others.
• Working with animals can be particularly therapeutic for trauma survivors. Roles in veterinary care, animal shelters, or as pet trainers allow employees to form positive, healing bonds with animals. 
• The virtual assistant role allows employees to work from home, managing tasks like scheduling and data entry, without the stress of an office environment. It offers flexibility and minimal social interaction, making it suitable for those managing trauma.
• Working from home as a freelance writer or editor allows trauma survivors to manage their own schedules and avoid high-pressure office environments. It’s a flexible role that provides space for creativity and independent work.

Then again, these are ideal roles, but not mandatory. The trauma employee abilities can still be the same as any other employee in different fields, what matters is that they also understand how this condition affects them, and committ with possible solutions.

FAQs: Trauma in the Workplace

What role does communication play in supporting employees with trauma?

Clear, compassionate communication helps build trust, ensures employees feel supported, and encourages them to seek help when needed. It also allows employers to better understand triggers and provide appropriate accommodations.

What are some common challenges employees with trauma face in the workplace?

Employees with trauma may struggle with concentration, emotional regulation, and heightened stress responses. They might experience flashbacks or triggers that disrupt their focus, leading to difficulties in productivity and interpersonal interactions.

What reasonable accommodations can employers provide for employees with trauma?

Employers can offer workplace adjustments such as flexible work hours, quieter work environments, and remote work options. Providing access to mental health resources, such as EAPs and trauma-focused therapy, can also help employees better manage their symptoms while at work.

How should an employer handle confidentiality and privacy concerns related to trauma?

Employers should ensure that discussions about trauma remain confidential. Only essential personnel should be informed, and employees should feel assured that their condition won’t negatively impact their career. It’s vital to follow privacy regulations and maintain trust between the employee and the organization.

What steps should be taken if an employee with trauma is struggling despite accommodations and support?

If an employee continues to struggle, employers should re-assess the provided support mechanisms and consider additional interventions, such as adjusting workplace tasks further or offering more intensive therapy options. Regular check-ins, empathy, and patience are crucial, as trauma recovery often requires ongoing, adaptive support. Termination due to mental health conditions may not be legal in many countries.

‍