As World Mental Health Day has recently passed us, we’re reflecting on this year’s theme, “Mental Health at Work”, and how it can impact people who have experienced narcissistic or emotional abuse.
World Mental Health Day shines a spotlight on this often overlooked area, whether you’re managing others or looking for tips on how to keep yourself well while you work.
For many of us, particularly those who’ve experienced narcissistic or emotional abuse, the workplace can be a source of both opportunity and challenge. Just as a supportive home environment is conducive to healing, a healthy work environment can be a powerful protective factor for our mental health, too.
The connection between our work lives and mental health is undeniable. A positive work environment can provide purpose, stability, and a sense of accomplishment. However, unhealthy work conditions – from discrimination and harassment to excessive pressure and lack of autonomy – can significantly impact our mental wellbeing. We’ve even heard from listeners about toxic colleagues and how difficult it is to work alongside them.
For survivors of emotional abuse, these challenges can be particularly daunting. You might find yourself struggling with self-doubt, fear of conflict and rejection, or an overwhelming need to please others at work. These are common responses to past trauma, but they can make the workplace especially difficult.
If you find yourself constantly putting others’ needs before your own at work, you’re not alone. Many abuse survivors develop people-pleasing tendencies as a survival mechanism. Whilst it might feel safe, this behaviour can lead to burnout and prevent you from asserting your own needs and boundaries. at work, this can look like taking on too many projects, or struggling to switch off after the work day has finished.
Remember, it’s okay to prioritise yourself sometimes. Learning to say “no” without guilt, setting healthy boundaries, and communicating your needs are essential skills for thriving at work and in life.
Employers play a key role in encouraging supporting and open environments where employees can protect their mental health at work. This includes providing mental health training for managers, implementing anti-discrimination policies, and offering reasonable accommodations for those with mental health conditions. Remember, a mental health condition can be a disability in the UK under the Equality Act, and employers must make reasonable adjustments to accommodate a disability, just like they would need to for a physical health condition.
For example, employers may offer more frequent shorter breaks, move desks to a quieter area or agree to specific communication methods like no surprise meetings without advance notice. For more guidance on reasonmable adjustments and tips for both employees and employers, take a look at the ACAS guide.
If you’re in a leadership position yourself, consider how you can create a more supportive environment for your team, especially for those who might be struggling with past trauma. Simple steps like regular check-ins, flexible working arrangements, and promoting a culture of open, healthy communication can make a significant difference.
Whilst systemic changes are necessary and may not be a quick fix, there are steps you can take straight away to support your own mental wellbeing at work:
In honour of World Mental Health Day 2024, let’s commit to creating workplaces where everyone can thrive, regardless of their past experiences or current challenges. Remember, your mental health matters, at work and beyond.
