As we move forward from the Roe vs Wade decision, there are several areas where we may see further legal challenges that will impact peoples’ rights and how they live their daily lives. How should employers respond when employees experience angst and mental health struggles as a result of these changes?

There are 5 generations of employees in the workforce today. Yet the gap between them — especially when it comes to mental health — couldn’t be further apart. As companies struggle to address this issue, it’s important to understand why and how differences occur. With a fresh perspective, you can bridge the gap and start a conversation.

Since the start of the pandemic, mental health has been at the forefront of workplace conversations. We’re much more aware of its effects and leaders are being more vigilant about checking in with their employees. But what if you decide to check in with someone and it turns out — your employee doesn’t want to talk about their mental health with you. What do you do then? Check out these helpful tips so you can navigate this situation.

Many people hesitate or avoid talking about their mental health at work. Why? Because of the discomfort, fear, or frustration they might feel if the conversation doesn’t go well. But defaulting to conversation avoidance isn’t the solution. Instead, it’s important to understand why these conversations go badly and have some strategies in mind you can fall back on when this happens.

It’s the start of 2022, a time when most people hoped to get back into the office. But companies are delaying their plans to return because of the rise of the COVID Omicron variant. Despite the uncertainty of it all, here are tools to help you feel more secure and in control of your emotions.

While it seems daunting, you can change the tone around mental health and COVID in your company. You can avoid using phrases like “in a post-COVID world” that cause uncertainty. And start supporting your employees by talking about the reality of our situation.