PTSD Awareness Month: Why HR Has a Vital Role in Supporting Mental Health at Work

June is PTSD Awareness Month, a time to shed light on the often invisible struggles faced by those living with post-traumatic stress disorder. While PTSD is commonly associated with military service, it can affect anyone who has experienced a traumatic event—such as violence, accidents, natural disasters, or long-term emotional abuse. In the workplace, PTSD can be an unspoken challenge, and that’s where Human Resources can play a crucial role.

PTSD is a mental health condition triggered by experiencing or witnessing a traumatic event.

What Is PTSD?  

PTSD is a mental health condition triggered by experiencing or witnessing a traumatic event. Symptoms may include:

• Flashbacks and intrusive memories

• Severe anxiety or panic attacks

• Emotional numbness or avoidance

• Sleep disturbances and irritability

• Difficulty concentrating

These symptoms can be persistent and disruptive, affecting both personal and professional life. Unfortunately, due to stigma or fear of discrimination, many employees may not disclose their condition.

Why PTSD Awareness Matters in the Workplace  

Creating awareness is the first step toward reducing stigma and building a supportive work environment. Employees with PTSD are not broken—they are resilient individuals managing a complex condition. With the right accommodations and support, they can thrive in their roles.

HR professionals are uniquely positioned to lead this shift.

5 Ways HR Can Support Employees with PTSD  

1. Foster a Culture of Psychological Safety  

HR leaders must encourage open dialogue around mental health. When employees feel safe discussing challenges, they're more likely to seek help and use the resources available to them.

2. Offer Mental Health Resources  

Ensure that Employee Assistance Programs (EAPs) include access to trauma-informed therapists. Promote these resources regularly—not just during PTSD Awareness Month.

3. Train Managers to Recognize Signs  

Supervisors should be trained to recognize behavioral changes and respond with empathy—not judgment. A manager's supportive approach can make a world of difference.

4. Provide Reasonable Accommodations  

Under laws like the Americans with Disabilities Act (ADA), employees with PTSD may be entitled to accommodations such as flexible schedules, noise-reducing headphones, or the option to work from home. HR should ensure these are accessible and confidential.

5. Encourage Peer Support  

Creating peer networks or mental health champions within the organization helps reduce isolation. Colleagues can be allies when trained properly.

Moving Beyond Awareness to Action  

Recognizing PTSD Awareness Month shouldn’t be a one-time effort. HR should use this as a launching point for year-round mental health initiatives that promote inclusivity and wellness. A workplace that values mental health is not only more compassionate but also more productive and engaged.

Let June be a reminder: invisible wounds deserve visible support.

Resources:

• National Center for PTSD – https://www.ptsd.va.gov

• Mental Health America – https://www.mhanational.org

• Job Accommodation Network (JAN) – https://askjan.org