As an employer, it’s important to take an employee’s disclosure of anxiety and mental health seriously and provide appropriate support. However, it’s also important to respect the employee’s wishes and privacy.
If the employee is not willing to share their medical information or accept accommodations, you cannot force them to do so. However, it’s important to continue to provide a supportive and inclusive workplace environment, and make sure the employee is aware of the resources available to them, such as your EAP program.
You may also want to remind the employee that accommodations can be a useful tool to help manage their anxiety and mental health in the workplace, and encourage them to reconsider seeking medical advice.
If you have concerns about the employee’s ability to perform their job, you can request that they undergo a fitness-for-duty evaluation by a medical professional, but this should only be done in extreme circumstances, and with the employee’s consent.
