Employees with Anxiety Deserve Support. What Must HR Do Now?

From work presentations to performance reviews to competing deadlines, the workplace provokes anxiety for many employees. Once that presentation, review, or deadline passes, most breathe a sigh of relief and move on. 

For the 1 in 5 American adults with an anxiety disorder, however, along with the 55% who showed “clear-cut” anxiety symptoms in a 2023 study published in the Journal of Affective Disorders Reports but hadn’t been diagnosed, it’s not quite as easy to shake off. Generalized anxiety disorder (GAD) manifests as more than an occasional worry — it often involves a persist feeling of dread that interferes with someone’s life and work.  

“In a work setting, that might look like someone freezing during a presentation, spiraling over a perceived mistake, or struggling to concentrate because they’re focused on worst-case scenarios,” said Colleen Marshall, chief clinical officer at Two Chairs, a mental health practice that offers in-person and online therapy. “It’s less about whether someone can do the job and more about how anxiety makes it harder for them to bring their full self to work.”

Toolkit: Creating a Mental-Health-Friendly Workplace

Anxiety is the No. 1 issue that workers seek mental health assistance for, according to mental health services provider ComPsych, and there’s a clear financial impact for employers. Approximately 12 billion working days are lost globally to anxiety and depression, per the World Health Organization, to the tune of $1 trillion annually in lost productivity.

However, some symptoms are hard to spot, and employees aren’t always willing to tell their company about their anxiety due to perceived — or real — stigmas. While supervisors and HR can’t force an employee to disclose mental health conditions and must respect privacy and autonomy, they can foster an inclusive culture that supports mental health, as well as be ready to respond appropriately when an employee does share their struggles.  

Approximately 12 billion working days are lost globally to anxiety and depression, per the World Health Organization, to the tune of $1 trillion annually in lost productivity.
 

Recognizing Anxiety’s Quiet Clues

Anxiety — whether diagnosed or not — is not a passing fad. In fact, it’s getting more prevalent, with 43% of adults reporting they feel more anxious now than in the previous year, according to the American Psychiatric Association’s 2024 mental health poll, up from 37% in 2023 and 32% in 2022.

The signs that someone is experiencing anxiety aren’t always obvious, as it goes beyond just worrying. According to the National Institute of Mental Health, these include: 

• Having a hard time concentrating.
• Startling easily.
• Feeling tired all the time.
• Physical manifestations such as headaches, muscle aches, and stomachaches.
• Feeling irritable or on edge.
• Sweating or feeling lightheaded.
• Going to the bathroom more frequently.

“Sometimes you’ll notice a shift in someone’s energy,” Marshall said. “Maybe they withdraw from conversations, avoid meetings, or seem more tense or distracted than usual. Their breathing might be shallow, or they might go red in the face. These subtle signs can be easy to miss.”

However, you shouldn’t pry, nor should you “try to be someone’s therapist,” Marshall added. “It’s important to show support, but ultimately, the person has to want help and opt in to whatever accommodations are offered.”

How-To Guide: How to Destigmatize Mental Health Care Among Employees

Equipping, Easing, and Accommodating

Supporting employees who regularly experience anxiety requires training for both HR and people managers. Managers should be aware of the signs, encourage open, nonjudgmental conversations to build trust, and know how to balance performance standards with empathetic leadership.  

"Provide managers with checklists, tips, and resources to look for when an employee is showing certain behaviors,” said Keren Maldonado, SHRM-SCP, director of total rewards at SHRM. “Remind managers not to assume the worst but to start with open communications and coaching to identify personal challenges versus performance issues.”

While HR professionals should do the same, they must also be well-versed in potential benefits and accommodations for anxiety. Mental health insurance coverage and employee assistance programs (EAPs) are some of the most common benefits, offered by 90% and 82% of employers, respectively, according to SHRM’s 2024 Employee Benefits Survey. Marshall also suggested offering workers free access to meditation and mindfulness apps such as Calm and Headspace (around 17% of employers offer this type of program, the survey found). Other mental health benefits reported by employers in the survey include:

• Personal or life coaching (17%)
• Onsite stress management programs (18%)
• Onsite quiet room for personal use for prayer, meditation, etc. (22%)

“Don’t forget recognition programs,” Maldonado added. They can “give these employees reassurance that they are doing well and boost their confidence and productivity.”

Employers should normalize mental health tools the way other benefits are emphasized, Marshall said, as well as plan regular wellness programming that’s inclusive of everyone — not just people with a diagnosis.  

Support via accommodation is not a one-size-fits-all solution, she added, as needs vary by person. Common accommodations for anxiety include a flexible schedule, modified break schedule, a rest area or private space, and the identification and reduction of triggers.  

The Job Accommodation Network lists other options, too, depending on how anxiety manifests for the employee. They include fidget devices; desk pedal exercisers; cubicle doors, shields, and shades; alternative lighting; noise-canceling headphones; task flow charts; and modification or removal of marginal functions.

Form: ADA Reasonable Accommodation Checklist

Tailored Support for Thriving Teams

Addressing workplace anxiety requires more than awareness; it demands empathy and customized support from both HR and managers. By fostering an inclusive culture and providing tailored accommodations, employers can empower employees to thrive while balancing mental health with workplace expectations.

“The goal,” Marshall said, “is to create a workplace where people feel safe asking for help and help is available when they need it.”

Marjorie Morrison is SHRM's expert-in-residence on mental health. SHRM's Director of B2C Content Kelsey Casselbury contributed to this report.