What to Expect when from an Employee with Bipolar Disorder

When I was first diagnosed with Bipolar Disorder, I needed to disclose to my employer. I first told my immediate supervisor and then, at his suggestion, the Human Resources Director. Their reactions were both the same: fear. It was clear they didn't really understand what Bipolar Disorder was, so they didn't know what to expect. Knowing more about the condition would have helped them deal with problems that might have arisen, and their understanding would have helped me better cope through the early stages of my diagnosis.

The effects of Bipolar Disorder can vary pretty widely since there are different kinds and degrees, but there are some consequences that are more common than others. For one, employers should understand that the most common symptom of Bipolar Disorder is major depression. This depression can be debilitating, from which employers might expect a number of days or weeks on leave. An employee suffering bipolar depression will typically exhibit the same signs as one without Bipolar Disorder: exhaustion, despondency, and a lack of concern about activities.

Many times, these may be the only outward signs of Bipolar Disorder, and they may be mild enough or so well-hidden that an employer doesn't even see a problem. Overwhelmingly, this is the case, so there certainly is no reason to panic at the thought of an employee with Bipolar Disorder.

There are times when the problems may be more intense, however. What many people don't know is that depression can also cause constant physical pain, anxiety (particularly in social situations), and irrational irritability and perhaps even anger. This means that the employee who was usually gregarious may suddenly be reluctant to attend a conference or give a presentation. If allowing the bipolar employee expected at such an event to skip it is possible, an employer can alleviate some unease. The annoyance can stem from the smallest of events, such as a deadline for an assignment that suddenly seems unreasonable. An angry confrontation may ensue, but is very likely to become physical. More often, the confrontation ends up prompting a resignation, something employers should expect. While the emotional response is something neither the employer nor employee can change, an employer who is willing and able to disregard the resignation when the employee likely calls back the next day, contrite, would certainly be helpful. These kinds of conflicts are probably one-time issues for an employee seeking medical intervention.

A manic person experiencing an intense cycle may actually have some similar behavior to the depressed employee, such as the irritation and sudden fury, but the other effects of Bipolar Disorder are quite different. The manic employee feels empowered, maybe delusional. These people may take on more projects than they can handle, so they are unlikely to finish the work. Someone in a manic state will often talk quickly seemingly without taking a breath or letting someone get a word in, or lose focus easily. These issues are typically annoying at worst, and the problems they may cause can often easily be avoided. For instance, an employer can help by refusing to allow the employee to accept more assignments than usual. With regard to the inability to focus, employers may want to pass by the worker's desk every so often to remind the employee what requires attention.

The diagnosis of Bipolar Disorder is made when the patient oscillates between depression and manic activity, so employers should expect variations in behavior. Of course, if the employee's behavior is too distracting or inappropriate, termination may be in order, although an extended leave of absence would be more understanding. An employer who grants a leave of absence should not expect an immediate recovery; sometimes a return to functionality can take a while. But sometimes therapy works relatively quickly, and time off from work is truly unnecessary.

What employers should expect is that with medication and therapy, a patient with Bipolar Disorder can expect to return as a fully functional employee and may well perform job functions appropriately during treatment. A valued employee can often continue in the same capacity as before the disorder. And many employees with Bipolar Disorder will not manifest extreme symptoms. An employer should not expect violence or even inappropriate behavior. For the vast majority, employers would see bipolar employees just as those who haven't had enough sleep for a few days or who have had an overload of caffeine. We don't tend to be afraid of either of those types of people.

I am lucky in that I didn't need to take a leave of absence from my job. Although it took a long time to find the right medication to ease the effects of my Bipolar Disorder, I was able to continue my job and not display improper behavior. After giving my employer some idea of what to expect, I found the leeway I was given incredibly helpful, the fact that I was allowed to remain at work amazingly supportive, and the relationship among myself and my superiors more comfortable.

References

"Bipolar Disorder." Wikipedia. Wikipedia.org.

"Bipolar Disorder." National Institute of Mental Health. Nimh.nih.gov.