Workplace mental health for managers and employers

Name: Workplace Mental Health for Managers and Employers
Price: 24.00 USD
Availability: InStock

For line managers, HR and business owners who want to notice when someone is struggling, talk supportively, follow ADA and FMLA rules, connect people to care, and respond to a crisis with 988 or 911.

For: Line managers, supervisors, HR professionals and business owners who lead people and want to support mental health at work within their role and the law.

2 contact hours
8 modules
8 interactives
4 job aids
Updated October 11, 2026

What you will be able to do

Explain the human and business case for workplace mental health and apply the Surgeon General's five essentials to team practices and reduce stigma.
Recognize possible signs that an employee may be struggling, without diagnosing, and identify crisis warning signs that require same-day action.
Hold a private, supportive conversation that listens, offers resources and keeps clear role and confidentiality boundaries.
Apply ADA, FMLA and MHPAEA basics, including limits on medical inquiries, confidentiality, the interactive accommodation process, leave and return to work.
Connect employees to care through the EAP, health benefits, the Job Accommodation Network and helplines, offering resources without overstepping.
Respond to a mental health crisis by asking directly about suicide, staying with the person, and using the 988 Lifeline or 911, and maintain your own wellbeing as a manager.

Managers are often the first to notice that someone is struggling, and the way work is led can protect or harm mental health. This course gives you a practical, legally grounded approach: use the US Surgeon General's Framework to build a healthier team, notice changes without diagnosing, hold supportive conversations with clear boundaries, and connect people to the EAP, benefits and other care.

You will learn what the ADA, FMLA and the Mental Health Parity and Addiction Equity Act mean for managers: limits on medical questions, confidentiality, the interactive accommodation process, job-protected leave, return to work and fair performance management. You will also learn a clear crisis response, including asking directly about suicide, staying with the person, and using the 988 Suicide & Crisis Lifeline or 911, plus how to look after yourself.

Scenarios from an accounting firm in tax season, a night dispatch team, an engineering consultancy and a distribution company bring the skills to life, with a crisis decision tool, conversation exercises, a confidentiality dilemma and a full branching scenario. Every module includes crisis contacts, and downloads include a resource sheet, conversation prompts, a scenario worksheet and a voluntary wellness plan.

What you’ll be able to do Monday morning

Mention your EAP and the 988 Lifeline (call or text 988) at your next team meeting as routine information.
Describe specific observations, not diagnoses, when you are concerned about someone.
Open a private check-in with 'I've noticed... How are you doing?' and listen more than you talk.
Send any accommodation or leave request to HR the same day, and keep medical details confidential.
If someone talks about suicide or being a burden, ask directly, stay with them, and call or text 988 together; call 911 for immediate danger.
Debrief after hard conversations and use the EAP and 988 for yourself when you need them.

Curriculum

8 modules · 32 lessons · about 2 contact hours

01Why should managers care about workplace mental health?Free preview14 min

What is the human and business case?
What is the Surgeon General's Framework?
What is the manager's role, and what is not?
Why does stigma matter, and how do managers reduce it?

Self-assessment: How ready am I to support my team's mental health?