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It is highly likely that, as a manager, you will supervise a worker with mental illness at some point in your career – whether you know it or not.

Some workers will choose to disclose their mental illness if they require workplace support. Others may choose not to disclose their illness if they feel they do not require any workplace support or fear an adverse reaction.

It is highly likely that at least one worker in your workplace will, at some point in time, have a long or short-term mental illness. While you do not need to become an expert in mental health, having a better understanding of what mental illness is (including its possible effects on a worker) enables you to be more effective in handling issues that may arise.

The following information provides a brief overview of mental illness. It is important to have an understanding of what mental illness is and its possible effects on a worker as this helps you to be more effective in handling issues that may arise. However, you do not need to become an expert in mental health nor are you required to assess whether a worker has a mental illness.

First and foremost people with mental illness are people and therefore it is important to use 'people first' language when referring to a person with a mental illness.

The most effective way to attract and support competent and productive workers is to ensure a healthy and safe work environment for everyone including workers with mental illness.

It has become apparent to the Australian Human Rights Commission that employers and managers are supportive of workers with mental illness. However, there is a need for guidance on how to do this better.

beyondblue provides accurate, up to date, easy to read fact sheets on depression, anxiety and related disorders. Factsheets relevant to employment include:

JobAccess is a confidential advice service available to managers who work with workers with disability, including workers with mental illness. The free telephone service provides:

The Commonwealth Disability Discrimination Act 1992 (Cth) (DDA) and equivalent state and territory laws make it unlawful to discriminate against, harass or victimise people with disabilities or their associates – including in employment.

A special thank you goes to the following organisations, particularly for their generosity of time, assistance and goodwill, which contributed to the development of this guide:

Learn about how Australia has entered international human rights obligations to stop pregnancy and return to work discrimination against women.

Last year I set out my priorities for my term as Social Justice Commissioner.[1] My priorities revolve around the central idea that to address the disadvantage faced by Aboriginal and Torres Strait Islander peoples and build a more reconciled nation, we need to develop stronger and deeper relationships:

To develop a nationwide picture of existing government initiatives that address family violence, the Social Justice Commissioner sent correspondence to all State, Territory and relevant Australian government departments[1] requesting information on their policies and programs during the period 2006-2007.