Supporting a subordinate with depression. Any advice?

[Anonymous]

I lead a small team and today one of my subordinates told me that he is suffering from depression. He is very good and productive in his job and has been a good team member, he is also fairly young (mid 20s) and he was a bit "shocked" to have a mental health issue and seemed he needed some help. He is currently not planning to share the news with his family. I would like to support him in any way possible, beyond my duties as his boss. Does anyone have any advice? I feel quite lost.

[Anonymous]

If you have EAP as a benefit direct him towards that. If he was diagnosed it sounds like he already has a therapist but make sure he's set on that, and offer help navigating health insurance.

Also, ASK HIM what you can do to support him. "Gabe, I really appreciate you letting me know you were diagnosed with depression. If there's anything specific I can do to support you please feel free to let me know. I really like you as a person AND value you contributions as an employee, so will do whatever I can to help."

[Anonymous]

Refer him to the EAP. I have been going as a supervisor. You get 8 free sessions. Very helpful. They can make referrals to your insurance. and ditto what PP stated too

[Anonymous]

Anonymous wrote:If you have EAP as a benefit direct him towards that. If he was diagnosed it sounds like he already has a therapist but make sure he's set on that, and offer help navigating health insurance.

Also, ASK HIM what you can do to support him. "Gabe, I really appreciate you letting me know you were diagnosed with depression. If there's anything specific I can do to support you please feel free to let me know. I really like you as a person AND value you contributions as an employee, so will do whatever I can to help."

Thank you. Very helpful

[Anonymous]

Make sure that beyond personal support you are providing reasonable accommodations and have brought HR and Labor/Employee Relations on board with whatever accommodations he has asked for that are feasible -- schedule changes, time off for medical appointments, etc.

[Anonymous]

This is very refreshing to see. Good on you, OP.

[Anonymous]

Definitely refer him to the EAP and offer your support.

However, also be very careful about whether he requests accommodations, how those are managed, etc... If you have an attorney on retainer it is worth discussing this situation with him. As an employer there are things you need to be careful of around disclosure of a medical condition, necessary workplace accommodations, HIPAA concerns, workplace confidentiality and equity, etc...

Be careful.