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Preloaded policy

Mental Health and Wellbeing Policy template

Recognizes psychological health as a workplace issue, supports access to EAP and ADA accommodations, and prohibits stigma-based discrimination.

Legal basis
  • Americans with Disabilities Act 1990 (mental impairments covered)
  • EEOC Enforcement Guidance on Mental Health Conditions
  • FMLA (serious mental health conditions qualify)
  • state mental-health parity laws
Last reviewed April 2026. Guidance, not legal advice.

What the policy covers

  1. 1. STATEMENT
    your company recognizes mental health as integral to overall health and workplace performance.
  2. 2. SCOPE
    Applies to all employees and to any contractor where psychological hazards (stress, trauma exposure, lone working, high-conflict customer contact) materially affect their work for
  3. 3. NON-DISCRIMINATION (ADA)
    Mental health conditions including depression, anxiety disorders, PTSD, bipolar disorder, OCD, and others are disabilities under the Americans with Disabilities Act when they subst
  4. 4. REASONABLE ACCOMMODATIONS
    Employees with mental health conditions may request reasonable accommodations through ….
  5. 5. LEAVE FOR MENTAL HEALTH
    FMLA: Serious mental health conditions (one that requires inpatient care or continuing treatment) qualify for FMLA leave.
  6. 6. EMPLOYEE ASSISTANCE PROGRAM (EAP)
    your company … an EAP at ….
  7. 7. SUICIDE / CRISIS RESPONSE
    Any employee expressing suicidal ideation, intent, or imminent self-harm risk should be supported in connecting with appropriate care:
  8. 8. WORKPLACE FACTORS
    We work to identify and address workplace factors that affect mental health, including:
  9. 9. CONFIDENTIALITY
    Information disclosed in support, accommodation, or EAP contexts is treated confidentially.
  10. 10. NO RETALIATION
    Requesting accommodation, taking protected leave, or using the EAP are protected activities.

Who needs it

Any employer who wants absence handled the same way every time, and to be seen to take health seriously.

Questions people ask

Is a mental health and wellbeing policy a legal requirement?

It rests on Americans with Disabilities Act 1990 (mental impairments covered) and EEOC Enforcement Guidance on Mental Health Conditions and FMLA (serious mental health conditions qualify) and state mental-health parity laws. Some policies must be written down once a business reaches a certain size or does certain work; others are simply how a tribunal, an inspector or an auditor expects to see that you have thought about it. A clear, dated, signed policy is the evidence either way. Guidance, not legal advice.

Can I change it to suit how we work?

Yes. Inside Work-Lynx it is a starting point: put your company name in, adjust the arrangements to what you actually do, set the review date and publish it. Staff read and acknowledge it on their phones, and you can see who has not.

Is it up to date?

Last reviewed April 2026. The pack is updated when the law moves, and every policy carries a review date so it does not quietly go stale.

How do I get it?

It is preloaded in Work-Lynx with the other 28 policies for the US. Work-Lynx is $3 plus $1.25 per employee, 14 days free, no card, and what you see on the pricing page is the bill.

Who is it for?

Any employer who wants absence handled the same way every time, and to be seen to take health seriously.

All 29 US policies, $3 a month

This policy and 28 others are already in Work-Lynx, alongside GPS clock-in, schedules, timesheets, PTO and an employment-question advisor. $3 base plus $1.25 per employee a month. 14 days free, no card, no sales call.

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