Post-Traumatic Stress Disorder (PTSD) is typically linked to traumatic events like combat or natural disasters, but it’s important to note that it can also result from workplace trauma. Some professions have a higher risk of PTSD than others — for example, healthcare professionals are 16 times more likely to be victimized than other service workers, essentially increasing their risk of developing PTSD. Research found that nearly half of the respondents (49%) had workers compensation claims of PTSD they attributed to workplace violence (WPV). That study also found specific demographic trends related to PTSD — employees who are lower income, younger, female, or employed in retail or finance fields seem to be more at risk.
The truth is that PTSD in the workplace can happen to any employee in any industry. It can cause difficulty concentrating, irritability, emotional distress, and other issues that may interfere with the ability to do a job effectively. Understanding how PTSD affects work performance can help you foster an empathetic workplace culture.
Keep reading for actionable insights on how to create a healthy environment for employees with work-related PTSD.
What is workplace PTSD?
While workplace PTSD isn’t a clinical diagnosis in the Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition (DSM-5), it can, and does, occur as the result of trauma caused by job-related factors. Workplace PTSD can arise from toxic cultures, bullying, high-pressure demands, harassment, unsafe conditions, or witnessing traumatic workplace incidents.
Symptoms can disrupt daily functioning and contribute to absenteeism and presenteeism — research suggests that adults with PTSD lose an average of 9.7 days per year to PTSD-related absenteeism, costing an estimated $34.8 billion in lost productivity.
Workplace PTSD symptoms can include some or all of the following:
- Intrusive memories
- Emotional distress
- Hypervigilance
- Inability to focus
- Difficulty sleeping
- Physical reactions — like sweating, rapid heartbeat or breathing, or shaking
- Self-blame
- Blaming others
- Withdrawal
- Increased absenteeism
- Erratic behaviors
- Increased conflict in the workplace
Causes of workplace PTSD
“PTSD can develop in individuals in an unhealthy environment. The workplace is no different. Within the workplace, several factors can contribute to the development of PTSD. This includes but is not limited to constant bullying from others in the office or by leadership, constant unrealistic expectations leading to unmanageable results, or toxic and unhealthy leadership. Over time, it leads to symptoms that take a toll on one’s mental health stability and confidence.” - Talkspace therapist Minkyung Chung, MS, LMHC
Several factors can contribute to PTSD at work, including:
- Bullying or harassment: Continuous mistreatment from colleagues or managers can create an environment of fear and anxiety.
- High-pressure environments: Constant or unreasonable deadlines, excessive workloads, or the fear of failure can overwhelm employees.
- Toxic leadership: Micromanagement, favoritism, or punitive practices can erode trust and diminish any sense of psychological safety in the workplace.
- Witnessing traumatic events: Workplace accidents or extreme violence can leave lasting emotional scars that lead to PTSD.
How does PTSD affect work performance?
PTSD can significantly impact an employee’s ability to function in the workplace. It interferes with daily tasks and responsibilities, personal and professional relationships, and general well-being. Taking a closer look at how PTSD affects work performance helps you learn how to assist employees who might be suffering.
Concentration and productivity
Employees with PTSD can find it difficult to focus on tasks, which can lead to errors, missed deadlines, or decreased productivity. For example, a customer service representative with PTSD might find it challenging to stay calm during high-stress interactions.
Interpersonal relationships
PTSD can damage communication and impede teamwork. An employee with PTSD may start to withdraw from colleagues, misinterpret social cues, or react defensively, making collaboration hard. They also might begin to perceive constructive feedback as criticism, which can lead to tension throughout the team.
Physical symptoms
It’s common for PTSD to manifest physically through fatigue, headaches, or chronic stress. In the workplace, these symptoms can affect job performance through increased absenteeism or presenteeism (when employees are physically present but unable to perform at their best).
A study that surveyed 60,000 workers found that employees with PTSD missed an average of 43 days of work compared to just 15 days of someone without a trauma response condition.
Recognizing PTSD in employees
Leadership plays a critical role in helping to identify signs of PTSD in the workplace. That said, while employers shouldn’t ever attempt to diagnose employees, they can observe behaviors and respond appropriately.
Common signs of PTSD in the workplace:
- Persistent or increased absenteeism or tardiness
- Difficulty concentrating
- Not being able to complete tasks
- Changes in mood, such as irritability or sudden withdrawal
- Avoidance of specific tasks, responsibilities, activities, places, or people
- Signs of hypervigilance, like being easily startled
If any of these signs are observed, managers can:
- Approach the employee privately
- Be empathic
- Ask how they can help
- Offer workplace adjustments
- Encourage them to seek professional help
- Emphasize confidentiality
- Offer resources like therapy or an employee assistance program (EAP)
8 Ways to support employees with PTSD
Supporting an employee with workplace PTSD requires thoughtful and impactful approaches that truly make a difference. Here are several effective strategies to support an employee with PTSD:
Foster a culture of understanding and inclusivity
Training leadership and educating employees on PTSD helps reduce stigma. It creates an environment where individuals feel safe sharing their experiences. Training sessions or workshops can highlight how PTSD and the workplace intersect.
Provide flexible work arrangements
You can support employees with PTSD by offering flexible hours, remote work, or part-time schedules to help them manage symptoms while maintaining productivity.
Create a safe and comfortable work environment
Creating a safe and comfortable work environment is essential for someone with PTSD. Minimize triggers by addressing noise levels, ensuring a respectful culture, and allowing access to quiet spaces. Each of these can efficiently and effectively de-escalate workplace stress.
“Over time, workplace PTSD can bleed into other parts of our lives. It’s important to understand that triggers for these symptoms will reside inside and outside of the work environment. Ensuring that within and outside of the workplace, the affected person is getting the necessary treatment through therapy is important. This includes highlighting the benefits available for each employee. Considering work accommodations may help in alleviating the triggers the person is experiencing.” - Talkspace therapist Minkyung Chung, MS, LMHC
Offer mental health benefits
Employees today expect comprehensive benefits packages, and mental health benefits are part of the equation. Platforms like Talkspace can provide employees with easy access to therapy, offering a confidential and flexible way to address PTSD in the workplace.
Respect privacy and confidentiality
Some employees might be hesitant to share their struggles or experiences because they fear being judged or blamed for what they’ve gone through. If an employee opens up, managers and other leaders must ensure confidentiality and respect personal boundaries.
Provide reasonable accommodations
Offering reasonable accommodations — like extended deadlines or modified workloads during tough periods — can make a big difference in helping employees manage their symptoms.
“Understanding how to help the employee best is important in encouraging workplace retention and more conducive work outcomes. This may include creating plans for accommodations to make sure the employee succeeds in the workplace, like adjusting work from home to in-office days to ensure the workspace provided by the company feels safe for the employee.” - Talkspace therapist Minkyung Chung, MS, LMHC
Encourage work-life balance
Create and promote policies that support healthy work-life balance for employees. Ideas include providing mandatory time off, offering manageable workloads, and encouraging employees to take breaks.
Celebrate strengths and accomplishments
Recognizing achievements will help foster confidence and reinforce how much you value employees. For people with PTSD, focusing on their strengths and accomplishments rather than the challenges related to their condition can be an effective approach.
Establishing workplace support
Offering support for employee mental health is crucial if you have employees with PTSD. You can create a supportive culture by:
- Prioritizing education: Offer training sessions to help employees and managers better understand PTSD, its symptoms, and its effects.
- Creating peer support groups: Allow employees to share their experiences to build community and reduce isolation.
- Utilizing mental health resources: Offering therapy for employees can be a game changer for those with PTSD trying to overcome their trauma.
Addressing PTSD in the workplace strengthens both individuals and an organization. Employees who feel supported are more engaged, productive, and loyal. Partnering with Talkspace provides accessible, confidential mental health resources for your team so you can work to improve mental health in the workplace.
Request a demo today and discover how empowering your employees will help them thrive professionally and personally.
Sources:
- Jankovic, M., J.J. Sijtsema, A.K. Reitz, E.D. Masthoff, and S. Bogaerts. 2020. “Workplace Violence, Post-traumatic Stress Disorder Symptoms, and Personality.” Personality and Individual Differences 168 (September): 110410. https://doi.org/10.1016/j.paid.2020.110410. Accessed December 8, 2024.
- Wizner, Kerri, Katherine Cunningham, Fraser W. Gaspar, Carolyn S. Dewa, and Brad Grunert. 2022. “Occupational Posttraumatic Stress Disorder and Workplace Violence in Workers’ Compensation Claims.” Journal of Traumatic Stress 35 (5): 1368–80. https://doi.org/10.1002/jts.22836.
- ———. 2022b. “Occupational Posttraumatic Stress Disorder and Workplace Violence in Workers’ Compensation Claims.” Journal of Traumatic Stress 35 (5): 1368–80. https://doi.org/10.1002/jts.22836. Accessed December 8, 2024.
- Davis, Lori L, Jeff Schein, Martin Cloutier, Patrick Gagnon-Sanschagrin, Jessica Maitland, Annette Urganus, Annie Guerin, Patrick Lefebvre, and Christy R Houle. 2022. “The Economic Burden of Posttraumatic Stress Disorder in the United States From a Societal Perspective.” The Journal of Clinical Psychiatry 83 (3). https://doi.org/10.4088/jcp.21m14116. Accessed December 8, 2024.
- Dietch, Jessica R., Camilo J. Ruggero, Keke Schuler, Daniel J. Taylor, Benjamin J. Luft, and Roman Kotov. 2019. “Posttraumatic Stress Disorder Symptoms and Sleep in the Daily Lives of World Trade Center Responders.” Journal of Occupational Health Psychology 24 (6): 689–702. https://doi.org/10.1037/ocp0000158. Accessed December 8, 2024.