Executive Summary: EOC’s Guideline on Supporting Employees with Mental Health Conditions at Work

The Equal Opportunities Commission (EOC) of Hong Kong released a landmark guideline—“How to Support Employees with Mental Health Conditions at Work”—to help employers foster truly inclusive workplaces free from discrimination and stigma. This summary distills the essential points for leaders and HR professionals seeking to align workplaces with global best practices and local legal duties.

EOC's "How to Support Employees with Mental Health Conditions at Work"

Why Mental Health at Work Matters

• More than half of Hong Kong’s population reports poor mental health, while nearly 50% show clinical symptoms of depression. Mental health conditions can affect anyone, anytime.

• Supporting mental health is as integral as ensuring physical safety. A healthy workplace builds resilience, enhances productivity, and boosts staff retention.

Addressing Stigma and Discrimination

• The EOC’s research shows widespread negative stereotypes and workplace stigma. Common fears include worries about safety or productivity—beliefs that unfairly isolate those who are struggling.

• Stigma not only harms confidence and recovery, it discourages individuals from seeking help. Discrimination based on mental health occurs in hiring, promotion, pay, and work assignment practices.

• Hong Kong’s Disability Discrimination Ordinance (DDO) protects employees with mental health conditions from direct and indirect discrimination, as well as workplace harassment. Legal responsibility lies with employers to ensure fair treatment.

Recognising and Responding to Mental Health Challenges

• Mental health symptoms vary—from persistent worry, low mood, and concentration difficulties to physical issues like insomnia or fatigue.

• Early recognition of signs (such as declining work performance, absenteeism, or mood changes) and a non-judgmental response can help employees access timely support.

Effective Communication

• Two-way, confidential communication is critical. Employers are advised to:

  • Respect boundaries and privacy when discussing mental health needs.

  • Show empathy and acknowledge the courage it takes to share.

  • Discuss observed workplace challenges openly, while focusing on solutions and available resources.

  • Maintain a “need-to-know” approach to disclosure—information should be shared only with consent and solely with involved parties.

Reasonable Accommodation: What Works

• There is no universal approach—reasonable accommodation must be tailored to the individual’s needs and job requirements. Examples include:

  • Flexible work hours or telecommuting.

  • Quiet spaces or the option for breaks to manage stress or symptoms.

  • Adjusted responsibilities, non-mandatory social activities, clear written instructions, and supportive check-ins.

  • Time-off for medical appointments and non-discriminatory leave policies.

Employers are encouraged to balance business needs with individual circumstances, always in consultation with the employee and, where relevant, professional recommendations.

Legal and Ethical Imperatives

• Under the DDO, employees are legally entitled to an environment free of discrimination and harassment. Employers must:

  • Build clear equal opportunity policies.

  • Provide anti-discrimination and mental health awareness training to staff.

  • Develop fair grievance and support procedures.

  • Offer accessible information on available resources.

Building a Culture of Inclusion

• True inclusivity extends beyond compliance. It means focusing on abilities rather than limitations, valuing open dialogue, and viewing mental health as a shared workplace priority.

• Leadership must commit to regular review and adaptation of practices to ensure accommodations remain effective and relevant.

How Mind Matters Academy Can Help

At Mind Matters Academy, we are committed to supporting organizations and their people along this journey. We offer:

• Training on mental health awareness and legal responsibilities.

• Support for designing reasonable accommodation policies.

• A wide range of therapeutic and coaching services tailored to individual and team needs.

• Programs to help develop genuine psychological safety and well-being in the workplace.

Embracing mental health at work is both a legal responsibility and a pathway to a thriving, resilient workforce.

If your organization is ready to move from awareness to meaningful action, contact us at Mind Matters Academy for bespoke programs and practical guidance.