It used to be that when employers were trying to identify a problem among employees, they were looking for obvious signs – drug or alcohol abuse, and/or any mention of doing harm to their employer or to themselves.
Thanks to the economy, things are so much more complicated than that. A survey out today from ComPsych shows roughly 40 percent of workers can't stop thinking about their problems. More than half are dealing with a major life or work change in the past year. These kind of changes often include moving, the death of a loved one, change in work responsibilities, etc.
Even minor problems "throw them for a loop," 35 percent said, while another one-third say they feel anxious or tense most of the time.
Recommended For You
ComPsych, of course, is a major provider of employee assistance programs. EAPs over the past decade have been evolving to meet the changing demands of work forces. According to the Employee Benefit Research Institute, 42 percent of workers in private establishments were eligible for an EAP. These programs have been developed to address three areas: rising health care costs, increasing concern about how employees' personal problems affect job productivity and growing awareness of the benefits of good health and fitness.
If an employer has an EAP, employees are often encouraged to seek this resource for help –which is a safe zone for employers who can't openly discuss personal issues without falling into a legal trap.
But what if the employer doesn't have an EAP? If an employee is having a personal problem, the first person likely to take notice is the manager. And depending on how good the relationship is, the discussion can easily take an uncomfortable turn or go too far beyond workplace boundaries.
In the worst-case scenario, an employee can be fired for behavioral issues that, legally, should have been addressed appropriately. According to The HR Specialist, which specializes in consulting and HR products, a lawsuit is possible because "the federal Americans with Disabilities Act (ADA) covers employees with 'perceived disabilities' as well as real ones."
The HR Specialist offers a few ways in which employers can "interact" with workers who have personal problems. They advise employers to stay alert to signs – including tardiness, outward anxiety and excessive absenteeism – and to document the performance problem. "Documentation can help alert the troubled employee to the harm his or her problem is inflicting on the organization. Plus, your notes lay down a record to help defend your decisions in case of a later complaint."
Next, it's time to sit down with the employee. Managers are advised to use concrete examples to point out performance problems. "Ask what's causing the problems without referring to health or emotional behavior. It's OK to say: 'I see a change in your work behavior. I'm not asking about your personal situation, but we, as a company, care about you.'"
These next steps may be difficult for managers who tend to have close relationships with their employees (or enjoy venting at happy hour). The company says it's important to focus on work-related facts, describe the consequences and don't become too sympathetic to the person's problem.
If problems persist, there's a chance the manager may not notice behaviors, but the company could see the effects in health plan claims. The most common health problems among employees are high blood pressure and high cholesterol – chronic problems that are expensive to treat.
The past few years especially have encouraged a new understanding of employee well-being. Because physical and emotional health can stem from many places and take many forms, the warning signs may not be as apparent as they were before. Within most organizations, worker temperament can range anywhere from overtly disgruntled to silently suffering.
Top 5 health problems among employees:
1. High blood pressure – 29%
2. High cholesterol – 25%
3. Allergies – 25%
4. Back pain – 24%
5. Depression – 12%
© 2025 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
