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.