PTSD in the Workplace: Practical Steps Employers Can Take (Nov 2023)

In November 2023 we focused on one clear goal: how employers can help employees dealing with Posttraumatic Stress Disorder (PTSD) at work. If you manage people, you don’t need to be an expert in mental health to make the workplace safer and more supportive. Small, concrete actions can make a big difference in someone’s day-to-day functioning and job retention.

Quick Actions for Employers

Start with simple, private conversations. Ask how the employee is doing and what would make work easier. Don’t press for details about the trauma — focus on needs and tasks. Next, document agreed accommodations in writing so both sides have clarity. Train managers to spot signs like sudden irritability, avoidance of tasks, trouble concentrating, or frequent absences. A short manager checklist can help: observe, listen, offer support, and connect to HR or an EAP if available.

Make a plan for sudden episodes. Decide who the employee can contact if they feel overwhelmed and where they can go if they need a short break. Share that plan with the person privately and get their input. That reduces panic and helps coworkers respond calmly when something happens.

Concrete Accommodations That Work

Adjust workloads and deadlines when symptoms spike. Offer flexible hours or hybrid work if the role allows it. A phased return after a leave can prevent relapse — start with shorter days or reduced duties for a few weeks and increase gradually. Provide quiet work areas or noise-cancelling options, and minimize forced exposure to triggers like conflict-heavy meetings or graphic content.

Clear communication is crucial. Give written instructions and checklists for important tasks so an employee doesn’t have to rely only on memory during stressful periods. Assign a single point of contact for questions to reduce repeated interactions that can cause stress. Also consider small, practical tools: calendar reminders, chunked tasks, and the option to attend meetings via chat instead of video when that feels safer.

Protect privacy and build trust. Keep medical information confidential and share accommodation details only with those who absolutely need to know. Make clear that asking for help won’t harm performance reviews or job security. That reassurance encourages people to come forward early instead of hiding struggles until things worsen.

If you can, connect staff to professional resources: employee assistance programs, local therapists who specialize in trauma, or national PTSD support lines. Track outcomes: check in regularly to see if accommodations are working and adjust them. Small investments in training, clearer policies, and a few practical changes create a calmer, more productive workplace and show employees you value their health as much as their work.

Our November 2023 post aimed to move employers from good intentions to practical actions. If you want a one-page checklist or sample accommodation notes, we can put those together next.