How to Support Employees with PTSD at Work

Post-Traumatic Stress Disorder (PTSD) is a mental health condition that can develop after someone experiences or witnesses a traumatic event. While it's often associated with combat veterans or survivors of major disasters, PTSD can affect anyone and its symptoms may show up quietly and subtly in the workplace.

Workplace trauma can stem from many sources:

A serious accident or injury
Workplace violence or harassment
Sudden death or loss of a colleague
Bullying or repeated emotional abuse
Experiencing or witnessing a traumatic event outside of work
Cumulative trauma from caregiving, healthcare work, or emergency response

PTSD is not a sign of weakness. It’s a nervous system response to overwhelming stress, and recovery is entirely possible with the right support.

PTSD in the Workplace

Not all employees will disclose a PTSD diagnosis, but signs may still show up. Leaders should look out for behavioral changes, not to diagnose, but to respond with empathy and accommodations when needed.

Possible Signs of PTSD at Work

Mood shifts: Persistent sadness, irritability, anxiety, or emotional numbness
Sleep difficulties: Fatigue, difficulty focusing, or frequent absences
Avoidance: Steering clear of certain people, places, or responsibilities
Flashbacks or intrusive thoughts: Spacing out during meetings or becoming distressed by specific reminders
Hypervigilance: Startling easily, being overly alert, or having difficulty relaxing
Disconnection: Pulling away from coworkers, teamwork, or social dynamics
Reactivity: Overreacting to feedback or conflict, or displaying unusual defensiveness

How PTSD Affects the Team

When one employee is struggling with PTSD, the ripple effect can touch others, whether it's due to misunderstandings, interpersonal tension, or productivity challenges. But with proper guidance, workplaces can support healing and cohesion rather than letting fear or frustration take over.

Trauma-Informed Leadership: What Employers Can Do

1. Foster Psychological Safety

Create a culture where it’s safe to share struggles, without fear of judgment or punishment.

Normalize mental health conversations in meetings and training
Emphasize confidentiality and compassion when concerns arise
Avoid pressuring employees to “push through” distress

2. Respond with Compassion, Not Control

If you notice signs of struggle, respond with empathy, not interrogation.
Try:

“I’ve noticed some changes lately and want to check in. Is there any way we can support you?”

Avoid:

Demanding explanations
Assuming malingering or laziness
Offering advice without consent

3. Offer Accommodations (Legally and Logistically)

Under the Americans with Disabilities Act (ADA), PTSD may qualify as a disability, entitling employees to reasonable accommodations.

Examples:

Modified schedule or workload
Remote work flexibility
Quiet workspace or noise-canceling tools
Extended time for deadlines or breaks for self-regulation
EAP referrals or employer-sponsored therapy benefits

Work closely with HR, legal, and the employee to implement a customized support plan.

4. Train Managers in Trauma Awareness

Most direct supervisors are the frontline for mental health support, but few are trained.

Invest in trauma-informed leadership training
Help managers understand that PTSD symptoms are not personal or behavioral failures
Provide scripts, policies, and points of escalation

If Something Traumatic Happens at Work

Whether it’s an on-site accident, the death of a team member, workplace violence, or a crisis in the community, leaders play a vital role in post-traumatic recovery. Having a crisis response plan can have a pivotal impact on your success.

What To Do:

Respond Immediately

Ensure physical safety and medical attention
Communicate clearly, calmly, and compassionately
Avoid speculation; stick to facts while validating emotional impact

Normalize the Response

“It’s completely normal to feel shaken, distracted, or overwhelmed after something like this. You’re not alone.”

Offer Support Resources

Activate your Employee Assistance Program (EAP) or mental health benefit
Schedule optional group debriefs with mental health professionals
Give time off or flexible work options where needed

Avoid Toxic Positivity

Skip statements like “Everything happens for a reason” or “At least it wasn’t worse.” Instead, center honesty and empathy:

“This is difficult. We’re here to help you through it.”

Check In Regularly

Trauma reactions may show up days or even weeks later. Keep the lines of communication open and consistent.

For a more in-depth resource on navigating a crisis in the workplace, get Tava’s Crisis Response Plan Template.

What a Supportive Workplace Looks Like

Psychological safety is practiced, not just preached
Leaders are trained in trauma-informed care
Mental health is treated with the same legitimacy as physical health
Employees feel respected, not pitied
Systems are in place to accommodate, support, and protect workers' dignity

You don’t need to be a therapist to be a trauma-informed leader.
You just need to be human: curious, compassionate, and willing to adapt.

Supporting employees with PTSD is not just a legal obligation. It’s a powerful opportunity to model empathy, deepen trust, and foster a workplace culture where everyone can show up as their full selves, even when they’re not at their best.

Healing is possible, and with your help, it starts right here at work.