Mental-Health Literacy for Managers: Spotting and Supporting

Someone in your team has changed. They are quiet, late, making mistakes or snapping at people. You want to help but worry about saying the wrong thing, or overstepping. You do not need to be a counsellor. You need to notice, ask kindly and know where to send them.

What is happening

Mental-health problems such as depression, anxiety, trauma and substance use are common in every workplace, from mines and depots to banks, call centres, hospitals and government offices. Often the first person to notice is a manager, because changes show up in work before anything else: attendance, mood, concentration or relationships.

Your role is clear and limited. You are there to notice, to open a respectful conversation, to listen, to point people to help and to adjust work where reasonable. You are not there to diagnose, treat or ask about medical details. Health information is sensitive and protected under POPIA, so what someone shares with you should stay private unless they agree otherwise, or someone's safety is at risk.

Labour law matters here too. If poor performance or absence is linked to ill health, it is usually treated as incapacity, not misconduct, which means looking at support and adjustments first. Under the Employment Equity Act, a mental-health condition may count as a disability, and the employer may need to make reasonable accommodation, such as flexible hours or adjusted duties.

Signs to notice

• Changes in attendance: late, off sick often, or leaving early.
• Changes in work: more mistakes, missed deadlines, trouble focusing.
• Changes in mood: withdrawn, tearful, irritable, or unusually flat.
• Changes in behaviour: smelling of alcohol, taking more risks, conflict with colleagues.
• Talk of hopelessness, being a burden, or not wanting to be here.

30-second self-check

Think about one team member and answer yes or no.

• Have you noticed a clear change in them over the past few weeks?
• Is the change affecting their work or safety?
• Have others mentioned they are worried?
• Have they gone through a known stressful event recently (bereavement, divorce, trauma, restructuring)?
• Have you avoided raising it because you do not know what to say?
• Have they said anything about hopelessness or harming themselves?

0-1 yes: Keep an eye out and keep regular check-ins going.
2-3 yes: It is time for a private, supportive conversation.
4 or more yes: Have the conversation soon and be ready to refer. If they mentioned self-harm, act the same day.

What you can do next

• Today: If you are worried about immediate safety, do not wait. If someone is in danger right now, call 10111, 10177 or 112, or the Suicide Crisis Helpline on 0800 567 567, and stay with them.
• This week: Find a private moment. Say what you have noticed without judgement: "I have noticed you seem quieter lately and I wanted to check how you are doing." Then listen. Do not rush to solutions.
• This month: Follow up. Ask what would help at work. Agree practical adjustments where you can, and write down what was agreed.
• Offer the EAP as a normal, confidential resource: "Many people find it helpful to talk to someone outside work."
• If performance or safety is seriously affected, you can make a formal managerial referral to the EAP. Tell the employee why and what will be shared. Usually you learn only whether they attended, and only with their consent.
• Keep what you are told private. Share only what is needed, with their permission, with HR.
• Look after yourself too. Supporting others is draining.

Your tool

Manager Check-in Script - a step-by-step guide for your first conversation, with words to use, things to avoid and how to close with a clear next step.

When to get professional help

Refer to the EAP or a professional when distress lasts more than two weeks, affects safety or work, or when someone mentions self-harm, abuse or substance use. Get HR or a labour attorney involved before any formal incapacity process.
Who can help: psychologist, counsellor, social worker, doctor, industrial psychologist, labour attorney, emergency services

Getting help in South Africa

Your Cleared Mind EAP offers confidential counselling for staff and advice for managers, and the Cleared Mind 24-hour Careline is 0800 212 146. The SADAG Mental Health Line on 011 234 4837 (08:00-20:00) can guide you. The CCMA (ccma.org.za) and Department of Employment and Labour (labour.gov.za) publish the Codes of Good Practice on dismissal and on employing people with disabilities.