Strategies for Ensuring Employee Mental Health when Returning to Work

Paul Kirvan, FBCI, CISA

The past 18-20 months have been difficult for people around the world. The Covid-19 pandemic forced many people out of work because their organizations either shut down or had to reduce staffing to remain in business. For employees affected by this turn of events, the impact to their mental health could range from no effect to severe mental stress and anxiety. While the pandemic persists, organizations are gradually inviting employees back to the office, while also offering options for full remote working or a hybrid office/home work experience.

Questions regarding employee mental well-being are of great concern to organization leadership, and the responsibility for addressing this issue often falls into the hands of Human Resources, with full support (hopefully) from senior management. The following are suggested strategies and actions for easing the transition for employees to a “normal” work environment:

Communications with employees is very important, not only from supervisors to staff but from Human Resources to employees across the organization in the course of return-to-work initiatives
Secure guidance and assistance from suitably trained mental health professionals for guidance on how to address employee concerns
Develop plans for a phased process of bringing employees back to an in-person work environment
Consider offering employees a choice of return-to-work options, such as 1) full return to work, 2) phased transition from home to the office, 3) hybrid office/home arrangement, or 4) fully remote working
Prepare and distribute surveys to employees that assess their comfort level with their current work environment, and test the possibility of transitioning to a total in-office experience
Develop and establish a process – developed in partnership with mental health professionals – to address suspected or actual incidents by employees indicating some level of mental distress
Consider conducting meetings with employees to discuss how they feel about in-office working and if they have any suggestions for improving the process
Conduct periodic meetings with department managers to solicit their thoughts and suggestions on the return-to-work program
Regularly brief senior management of return-to-work initiatives, what has been working and what has not, and where their support may be needed
Provide regular communications to employees on progress of the return-to-work program, asking for their thoughts and suggestions

A fully engaged work force is an essential asset for organizations of any type and size. Ensuring a successful return to in-office working requires a commitment from senior management and a team of mental health professionals – coordinated by Human Resources and supported by members of the management team.


Strategies for Ensuring Employee Mental Health when Returning to Work Paul Kirvan, FBCI, CISA The past 18-20 months have been difficult for people around the world. The Covid-19 pandemic forced many people out of work because their organizations either shut down or had to reduce staffing to remain in business. For employees affected by this turn of events, the impact to their mental health could range from no effect to severe mental stress and anxiety. While the pandemic persists, organizations are gradually inviting employees back to the office, while also offering options for full remote working or a hybrid office/home work experience. Questions regarding employee mental well-being are of great concern to organization leadership, and the responsibility for addressing this issue often falls into the hands of Human Resources, with full support (hopefully) from senior management. The following are suggested strategies and actions for easing the transition for employees to a “normal” work environment: Communications with employees is very important, not only from supervisors to staff but from Human Resources to employees across the organization in the course of return-to-work initiatives Secure guidance and assistance from suitably trained mental health professionals for guidance on how to address employee concerns Develop plans for a phased process of bringing employees back to an in-person work environment Consider offering employees a choice of return-to-work options, such as 1) full return to work, 2) phased transition from home to the office, 3) hybrid office/home arrangement, or 4) fully remote working Prepare and distribute surveys to employees that assess their comfort level with their current work environment, and test the possibility of transitioning to a total in-office experience Develop and establish a process – developed in partnership with mental health professionals – to address suspected or actual incidents by employees indicating some level of mental distress Consider conducting meetings with employees to discuss how they feel about in-office working and if they have any suggestions for improving the process Conduct periodic meetings with department managers to solicit their thoughts and suggestions on the return-to-work program Regularly brief senior management of return-to-work initiatives, what has been working and what has not, and where their support may be needed Provide regular communications to employees on progress of the return-to-work program, asking for their thoughts and suggestions A fully engaged work force is an essential asset for organizations of any type and size. Ensuring a successful return to in-office working requires a commitment from senior management and a team of mental health professionals – coordinated by Human Resources and supported by members of the management team.
DRIE Toronto Digest - Vol 31 December 2021