How to Support an Employee Through a Family Mental Health Crisis

When an employee is facing a family mental health emergency, the workplace can either become a source of stability—or another layer of stress. As a psychologist, I’ve supported many individuals navigating intense personal circumstances while trying to meet professional responsibilities. This guide is for managers, HR leaders, and team leads who want to offer workplace support that is compassionate, sustainable, and grounded in shared humanity.

1. Create a foundation of emotional safety

People don’t need fixing—they need a safe space to be seen and heard. The first and most powerful form of support you can offer to an employee dealing with a personal or family mental health crisis is simply being present and nonjudgmental.

• Be fully present. When you check in, set aside distractions and allow for silence. Don't rush the conversation.
• Normalize emotional responses. Say things like: “What you’re feeling makes total sense,” rather than “I’m sure it’ll all be okay.”
• Acknowledge without minimizing. Reflect their experience with empathy: “This sounds incredibly difficult—how are you holding up today?”

2. Understand what matters most right now

Support becomes more meaningful when it aligns with the employee’s personal priorities. Some employees will want to stay involved at work to maintain structure or income; others may need space and time. Ask what’s most important to them right now.

• Invite their input. “What would be most helpful from the company or team during this time?”
• Balance their needs with organizational values. Be clear about the team’s guiding principles—fairness, compassion, flexibility—and how you’re applying them.
• Highlight employee mental health resources. If your company offers an EAP that includes mental health benefits, offer to send a link with more information or connect them to a member of your People Team who can explain their benefits.

3. Collaborate on a flexible but sustainable plan

The best support plans for an employee managing a mental high crisis are both responsive and realistic. Aim to create options that reflect the needs of both the individual and the broader team.

• Co-create solutions. If you’re unable to provide the time off, flexible hours, or other accommodation the employee is requesting, work with them to brainstorm alternative options within the limits of what you can do.
• Avoid overpromising. Phrases like “I’m sure we can make this work,” can set unrealistic expectations and lead to disappointment and frustration. Trust grows from clarity.
• Support effort, not perfection. Let your employee know their presence and efforts are valued, even if they’re not at full capacity.

4. Be mindful of unhelpful assumptions

In times of stress, people—both employees and leaders—can get hooked by their own thoughts:

• “I’m letting everyone down.”
• “They’re not really struggling.”
• “I have to do this perfectly.”

You don’t need to believe every thought that shows up. Instead, notice them, pause, and ask: Is this helpful right now? Make space for uncertainty and stay anchored in curiosity and care.

5. Respect boundaries and privacy

Some employees may want to share details; others may not. Respect their limits while making it clear that they’re supported and not forgotten.

• Use open, respectful language. “I’m here if you ever want to talk—no pressure.”
• Avoid pushing for updates. Instead, offer consistent, quiet reassurance: “Just thinking of you and sending support.”
• Let them own the details. While your team may have questions, avoid sharing details about the employee’s situation. Simply state that related changes are “due to a personal matter.”

6. Lead with steadiness and care

As a leader, how you show up matters—especially when people are hurting. Demonstrate that it’s okay to sit with discomfort, to not have all the answers, and to still take meaningful action.

• Model steadiness. Stay calm, grounded, and flexible.
• Show that care and professionalism can coexist. Being kind and human is leadership.

Empathy and support matters for employee mental health

You don’t have to be a therapist to support someone through a family mental health crisis. You just have to be willing to offer clarity, care, and presence. Your employee is more than their role—and your leadership is more than managing tasks. It’s also about creating a workplace where people are allowed to be fully human, even in their hardest moments.