How to Support an Employee Returning from Mental Health Leave: 7 Trauma-Informed Leadership Tips
When an employee returns from mental health leave, it’s not just a calendar event — it’s a human moment that deserves care, clarity, and compassion. The way you support their reintegration isn’t just about being a “nice manager.” It’s a reflection of your leadership and your organization’s values.
As someone who works with leaders to build psychologically safe, trauma-informed workplaces, I often hear: “I just don’t want to say the wrong thing.”
Here’s the good news: you don’t need to be perfect. You just need to be present, attuned, and open to learning.
These 7 trauma-informed tips will help you create a return-to-work experience that builds trust — not tension.
1. Say Less, Mean More
Start simple. A warm, non-intrusive “We’re glad to have you back” goes a long way.
Avoid asking for personal details — your role isn’t to investigate or “check in” for curiosity’s sake. Respect their privacy, and create space for them to share only if they want to.
2. Let Them Ease In
Assuming someone is ready to return to full speed on day one can unintentionally cause harm.
Instead, co-create a plan that lets them ease in:
Ask: “What would a supportive first week look like?”
Consider temporary adjustments to hours, workload, or environment
Offer flexibility and let them help shape their reintegration
Trauma-informed leadership centres choice, not control.
3. Be Crystal Clear
Unclear expectations increase anxiety and create unnecessary stress.
Be upfront about:
What’s a top priority this week
What can wait
Who they can go to with questions
Clarity helps them feel secure and empowered.
4. Protect Their Privacy
Team members may notice their absence or return — that doesn’t mean they deserve an explanation.
Set the tone with something like:
“We support all kinds of leave. Their privacy is important — let’s stay focused on our shared work and respect each other’s boundaries.”
This not only protects the returning employee, but models the kind of culture others can count on.
5. Offer Check-Ins (But Don’t Hover)
A trauma-informed check-in might sound like:
“Would a 10-minute check-in next week feel helpful, or would you prefer space?”
It’s about offering informed choice, not assuming what support should look like.
6. Pay Attention to the Subtle Stuff
They might be “doing the work” but still struggling internally.
Look for signs of withdrawal, overcompensation, or emotional flatness. Then ask gently:
“How are things feeling lately? Is the current pace working for you?”
It’s less about prying and more about showing attunement.
7. Don’t Treat Support Like a One-Time Offer
Return-to-work is a process, not a single moment.
They may need different kinds of support at week 1, week 3, and month 2.
Build in ongoing, optional check-ins — and continue offering flexibility wherever possible.
Final Thoughts
Supporting someone’s return from mental health leave isn’t about having the perfect script — it’s about creating the kind of culture where people feel safe to come back at all.
That kind of leadership isn’t soft — it’s strategic.
Want help building a workplace where mental health isn’t just a poster on the wall?
I help leaders and organizations move from performative wellness efforts to trauma-informed, people-first strategies that actually make a difference.
Get in touch today via my “contact me” link to explore leadership coaching, workplace restoration, or team training.
A Policy Doesn’t Make Your Workplace Mentally Healthy
Too many organizations are confusing a psychological safety policy with a psychologically safe culture.
Let’s be clear: if all your company has is a policy on psychological safety—without the systems, leadership accountability, and everyday practices to back it up—you’re not supporting mental health at work. You’re ticking a box.
And your people know it.
What Psychological Safety Actually Looks Like
Psychological safety isn’t about having the right words in your handbook. It’s about how people feel when they show up to work.
A workplace that’s truly committed to mental health:
Trains leaders to lead with empathy and accountability
Makes it safe to speak up without fear of retaliation
Creates systems to not only prevent harm—but to address and repair it when it happens
Encourages honest dialogue and values emotional well-being as much as performance
When psychological safety is baked into the culture, people thrive. They feel seen, heard, and supported.
When it’s just a policy? People stay quiet. They disengage. They burn out. Or they leave.
Performative vs. Meaningful Action
A policy without action is performative. It might protect the organization on paper, but it doesn’t protect your people in practice.
And in today’s world of work—where employee well-being, inclusion, and leadership integrity are under the spotlight—performative action isn’t enough.
Employees and job seekers are paying attention. They want to work somewhere that walks the talk when it comes to mental health.
Ready to Move from Performative to Meaningful?
I help organizations create cultures of care—ones where psychological safety isn’t just a buzzword, but a lived experience.
If your organization wants to go deeper than policy and build something real, let’s talk.
📩 Reach out to start the conversation or book a free consult.
5 Signs Your Workplace Needs Mental Health Training
Workplace mental health is no longer a luxury—it’s a necessity. A healthy work environment supports employee well-being, reduces burnout, and enhances productivity. But how do you know if your workplace needs mental health training? Here are five key signs to watch for.
1. High Levels of Stress and Burnout
If employees frequently express feeling overwhelmed, exhausted, or disengaged, your workplace may have a burnout problem. Long hours, unrealistic expectations, and lack of support can contribute to chronic stress, which negatively affects both performance and morale. Mental health training can provide employees and leaders with tools to manage stress, set boundaries, and create a healthier work-life balance.
2. Increased Absenteeism and Presenteeism
Are employees taking more sick days, or are they showing up but struggling to stay engaged? Absenteeism (missing work due to stress or mental health struggles) and presenteeism (being physically present but not fully functioning) are indicators of an unhealthy work environment. Mental health training can help employees recognize early warning signs and seek support before issues escalate.
3. Frequent Workplace Conflicts
Tension, miscommunication, and unresolved conflicts can create a toxic work culture. When employees don’t feel psychologically safe, collaboration and teamwork suffer. Mental health training teaches emotional intelligence, active listening, and de-escalation strategies, which can help foster a more respectful and supportive work environment.
4. Decreased Productivity and Engagement
A decline in performance, motivation, and creativity can signal underlying mental health concerns. If employees seem disconnected from their work, disengaged in meetings, or struggling to complete tasks, it’s time to assess whether mental health challenges are at play. Training helps employees and leaders understand how mental health impacts work performance and equips them with strategies to maintain engagement.
5. Stigma Around Mental Health Conversations
If employees hesitate to talk about stress, anxiety, or mental health concerns due to fear of judgment, it’s a sign that your workplace lacks a supportive culture. A strong mental health program normalizes discussions about well-being and encourages employees to seek help without fear of stigma. Training can create a culture of openness and psychological safety.
Next Steps: Prioritizing Mental Health Training
Recognizing these signs is the first step. Investing in workplace mental health training, such as The Working Mind program, can help your organization foster a supportive, productive, and resilient workforce. By addressing mental health proactively, businesses not only support their employees but also enhance overall workplace success.
Interested in bringing mental health training to your organization? Learn more about my offerings of The Working Mind for Employees and Managers.