The ADA and Mental Health: What
Every Employer and Employee Should
Know
By L’Marie Armstrong
Mental health is not a side note in the workplace. It is a frontline issue, a legal matter, and a human priority. Far too often, the conversation
surrounding mental health in the workplace begins only after something goes wrong; after an employee burns out, after a resignation, or after a
lawsuit. But the truth is this: understanding the mental health protections under the Americans with Disabilities Act (ADA) is not just helpful. It is
essential.
Therefore most definitely, it matters to both sides of the table. Whether you are an employee navigating anxiety, depression, PTSD, bipolar disorder,
or another mental health condition, or an employer trying to build a fair and legally compliant workplace, you need to know what the law actually
says. That is why I wrote the book Navigating Careers with Mental Health Challenges: Finding Success in the Right Job and Industry. This book is
more than a guide. It is a lifeline for individuals who are seeking not just employment, but success, stability, and dignity in their professional lives.
It is also a powerful tool for HR professionals, managers, and business owners who want to understand how to uphold the law while creating
mentally healthy work environments.
What Does the ADA Actually Protect?
The ADA prohibits discrimination against qualified individuals with disabilities, including those with mental health conditions (U.S. Equal
Employment Opportunity Commission [EEOC], 2021). It requires that employers provide reasonable accommodations to individuals who can
perform the essential functions of their job, with or without those accommodations. This includes adjustments to schedules, job duties,
workplace environments, or communication methods, provided they do not create an undue hardship for the business (Americans with Disabilities
Act of 1990, 42 U.S.C. §12101). These protections apply before, during, and after employment decisions are made. Despite this, many individuals
and organizations remain unaware, leading to preventable harm, legal exposure, and personal distress (National Alliance on Mental Illness [NAMI],
2023).
Why This Blog? Why Now?
This blog series is an invitation. It is a space to learn, unlearn, and rise. Each post will explore the ADA’s mental health provisions in a way that is
approachable, practical, and backed by both law and lived experience. We will discuss accommodations that work, employer responsibilities,
employee rights, and how mental health can be integrated into every workplace conversation with clarity and care. Whether you are facing a
challenge or simply want to stay informed, you belong here. It is my honor to walk this journey with you. When we know better, we do better.
Together, we can create workplaces that work for every mind.
Stay tuned for the next post: What Does Reasonable Accommodation Really Mean for Mental Health Conditions?
To learn more, explore the full guidebook: Navigating Careers with Mental Health Challenges: Finding Success in the Right Job and Industry
References
Americans with Disabilities Act of 1990, 42 U.S.C. §12101.
National Alliance on Mental Illness. (2023). Mental health in the workplace.
U.S. Equal Employment Opportunity Commission. (2021). Depression, PTSD, & other mental health conditions in the workplace: Your