Job Accommodations for 

People with Mental Health 

Impairments

Fact Sheet Series

Job Accommodation Network 

Practical Solutions • Workplace Success 

Job Accommodation Network 

PO Box 6080 

Morgantown, WV 26506-6080 

(800)526-7234 {V) 

(877)781-9403 {TTY) 

jan@askjan.org 

askjan.org 

ODEP 

~ 

Office of Disability 

Employment Policy 

A service of the U.S. Department of Labor's Office of Disability Employment Policy 
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JAN’S ACCOMMODATION FACT SHEET SERIES

JOB ACCOMMODATIONS FOR PEOPLE

WITH MENTAL HEALTH IMPAIRMENTS

According to the National Mental Health Association (http://www.nimh.nih.gov/), a 

mental health impairment is a disease that causes mild to severe disturbances in 

thought and/or behavior, resulting in an inability to cope with life’s ordinary demands 

and routines. There are more than 200 classified forms of mental illness. Some of the 

more common disorders are depression, bipolar disorder, dementia, schizophrenia, 

post-traumatic stress disorder (PTSD), obsessive-compulsive disorder (OCD), panic 

disorders, seasonal affective disorder (SAD), and anxiety disorders. Symptoms may 

include changes in mood, personality, personal habits, and/or social withdrawal. An 

estimated 54 million Americans suffer from some form of mental disorder in a given 

year. 

The following is a quick overview of some of the job accommodations that might be 

useful for people with mental health impairments. For a more in depth discussion, 

access JAN's publications at http://askjan.org/media/atoz.htm. To discuss an 

accommodation situation with a consultant, contact JAN directly.

Maintaining Stamina During the Workday: 

• Provide flexible scheduling

• Allow longer or more frequent work breaks

• Allow employee to work from home during part of the day, or week 

• Provide part time work schedules

Maintaining Concentration: 

• Reduce distractions in the work area

• Provide space enclosures or a private office

• Allow for use of white noise or environmental sound machines

• Allow the employee to play soothing music using a cassette player and headset

• Increase natural lighting or provide full spectrum lighting

• Plan for uninterrupted work time 

• Allow for frequent breaks

• Divide large assignments into smaller tasks and goals

• Restructure job to include only essential functions 

Staying Organized and Meeting Deadlines: 

• Make daily TO-DO lists and check items off as they are completed

• Use several calendars to mark meetings and deadlines

• Remind employee of important deadlines

• Use electronic organizers 

• Divide large assignments into smaller tasks and goals

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Dealing with Memory Deficits: 

• Allow the employee to tape record meetings

• Provide type written minutes of each meeting

• Provide written instructions

• Allow additional training time

• Provide written checklists

Working Effectively with Supervisors: 

• Provide positive praise and reinforcement

• Provide written job instructions 

• Develop written work agreements that include the agreed upon accommodations, 

clear expectations of responsibilities, and the consequences of not meeting 

performance standards

• Allow for open communication to managers and supervisors

• Establish written long term and short term goals 

• Develop strategies to deal with problems before they arise

• Develop a procedure to evaluate the effectiveness of the accommodation

Interacting with Coworkers:

• Educate all employees on their right to accommodations

• Provide sensitivity training to coworkers and supervisors

• Do not mandate employees attend work-related social functions

• Encourage employees to move non work-related conversations out of work areas

Handling Stress and Emotions: 

• Provide praise and positive reinforcement

• Refer to counseling and employee assistance programs

• Allow telephone calls during work hours to doctors and others for needed support 

• Allow the presence of a support animal 

• Allow the employee to take breaks as needed

Maintaining Attendance: 

• Provide flexible leave for health problems

• Provide a self-paced work load and flexible hours

• Allow employee to work from home 

• Provide part-time work schedule

• Allow employee to make up time 

Dealing with Change: 

• Recognize that a change in the office environment or of supervisors may be difficult 

for a person with a mental health impairment

• Maintain open channels of communication between the employee and the new and 

old supervisor in order to ensure an effective transition 

• Provide weekly or monthly meetings with the employee to discuss workplace issues 

and productions levels 
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Resources Specifically for People with Mental Illness

Center for Psychiatric Rehabilitation, Boston University

940 Commonwealth Avenue

Boston, MA 02215

Direct: (617)353-3549 

http://www.bu.edu/cpr/

National Depressive/Manic Depressive Association 

730 North Franklin, Suite 501

Chicago, IL 60654-7225

Toll Free: (800)826-3632

http://www.ndmda.org

National Mental Health Consumer Self-Help Clearinghouse 

1211 Chestnut Street, Suite 1207

Philadelphia, PA 19107 

Toll Free: (800)553-4539

Direct: 215-751-1810

http://www.mhselfhelp.org

National Alliance for the Mentally Ill (NAMI)

Colonial Place Three

2107 Wilson Blvd., Suite 300

Arlington, VA 22201-3042

Toll Free: 800-950-NAMI

Direct: 703-524-7600

http://www.nami.org

National Mental Health Association 

2000 N. Beauregard Street, 6th Floor

Alexandria, VA 22311

Toll Free: (800)969-6642

Direct: (703)684-7722

TTY: (800)433-5959

http://www.nmha.org

National Institute of Mental Health (NIMH)

Information Resources and Inquiries Branch

6001 Executive Blvd., Room 8184, MSC 9663

Bethesda, MD 20892-9663 

Toll Free: (866)615-6464

Direct: (301)443-4513

TTY: (866)415-8051

http://www.nimh.nih.gov

Updated 3/23/10. 
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This document was developed by the Job Accommodation Network, funded by a 

contract agreement from the U.S. Department of Labor, Office of Disability Employment 

Policy (DOL079RP20426). The opinions expressed herein do not necessarily reflect the 

position or policy of the U.S. Department of Labor. Nor does mention of trade names, 

commercial products, or organizations imply endorsement by the U.S. Department of 

Labor.