Depression: keys to understanding and preventing it in the workplace

19 Jan Depression: keys to understanding and preventing it in the workplace

Depression is a common mental health problem and, in many cases, invisible. At work, it can be confused with ‘lack of motivation’, ‘poor performance’ or ‘bad attitude’, when in fact it is a disorder that affects mood, energy, concentration and the ability to enjoy or find meaning in everyday life. Understanding it is the first step towards preventing it and taking timely action, reducing its impact on the individual and the team.

What is work-related depression and how does it affect performance?

Although it does not exist as an independent diagnosis in clinical manuals (depression is not “work-related” but rather “person-related”), the term “work-related depression” is used to describe depressive symptoms that appear, worsen or become more evident in the context of employment: due to sustained mental load, conflicts, lack of control, isolation, job insecurity or harassment, among other factors.

In terms of performance, depression tends to have a gradual and cumulative effect:

• Concentration and memory: it is difficult to stay focused, tasks are forgotten and response time increases.
• Productivity: initiative is reduced, procrastination appears and “blocks” are perceived.
• Quality of work: more mistakes, difficulty prioritising and making decisions.
• Work relationships: irritability, withdrawal, lower tolerance for frustration.
• Attendance: absenteeism, recurring sick leave, or “presenteeism” (being physically present but unable to perform).

Important: depression does not always involve visible sadness. Sometimes apathy, irritability or exhaustion predominate.

Difference between stress, burnout and depression at work

Distinguishing between them helps to intervene more effectively (and not to minimise what is happening):

• Work-related stress: response to demands perceived as exceeding resources. It can be temporary and, if managed, it subsides. It usually improves with rest, reorganisation, and support.
• Burnout: a state of emotional exhaustion, cynicism/depersonalisation and feelings of ineffectiveness, linked to work and sustained over time . Rest helps, but structural changes are usually required.
• Depression: a mood disorder that can affect all areas of life (not just work). It includes symptoms such as anhedonia (not enjoying things), hopelessness, excessive guilt, sleep and appetite disturbances, and can persist even without work-related stimuli.

Symptoms of depression in the workplace

Symptoms can be emotional, cognitive, physical, and behavioural. Some common signs at work:

Emotional signs

• Persistent sadness or constant irritability
• Feeling of emptiness, hopelessness, or guilt
• Low tolerance for criticism or pressure

Cognitive signs

• Difficulty concentrating, making decisions or planning
• Rumination: going over mistakes or worries again and again
• Thoughts of worthlessness (“I’m no good,” “I’m useless at this”)

Physical signs

• Extreme tiredness even after resting
• Sleep disturbances (insomnia or hypersomnia)
• Changes in appetite or weight
• Somatic discomfort (pain, muscle tension, headaches)

Behavioural signs at work

• Isolation: less participation, avoids meetings, becomes socially withdrawn
• Decline in performance or increase in errors
• Absenteeism or repeated late arrivals
• Presenteeism: being present, but lacking energy and mental clarity
• Increased consumption of alcohol or other substances (sometimes as “self-medication”)

Red flag: thoughts of death or suicide, comments of extreme hopelessness, or risky behaviour. In this case, the priority is safety and immediate professional help.

Main causes of depression at work

Depression is usually multifactorial: an interaction between personal vulnerabilities and environmental stressors. In the workplace, the following factors may contribute:

• Overwork and lack of recovery: long hours, constant emergencies, lack of real breaks.
• Low control and ambiguity: not being able to decide how to do the job, changing objectives, unclear roles.
• Negative work environment: conflicts, aggressive communication, authoritarian or absent leadership.
• Isolation: teleworking without support, fragmented teams, lack of belonging.
• Job insecurity: fear of layoffs, organisational changes without transparency.
• Lack of recognition: sustained effort without feedback, no sense of progress.
• Workplace harassment or discrimination: a particularly powerful risk factor.
• Difficulties outside work: bereavement, financial problems, caring for family members, etc., which are amplified by work pressure.

How to prevent depression in the workplace

Prevention does not mean “asking people to be more resilient”, but rather reducing risks and strengthening resources. Some useful measures:

1) Protective habits (individual level)

• Rest routines: regular sleep, truly disconnecting from digital devices at the end of the day.
• Frequent short breaks: 3–5 minutes every 60–90 minutes to reset attention.
• Movement: walking, stretching, moderate physical activity (improves mood and energy).
• Healthy boundaries: learn to say “no” or renegotiate priorities when everything is urgent.
• Social support: stay in touch with colleagues, don’t isolate yourself when you’re feeling down.

2) Organisational prevention (company/team level)

• Clarity of roles and objectives: less ambiguity, realistic priorities.
• Sustainable workload: planning, adequate resources, rotation of demanding tasks.
• Supportive culture: constructive feedback, recognition, psychological safety.
• Leadership training: detecting early signs, talking with empathy, referring to resources.
• Anti-harassment policies and safe channels: confidential, with rapid response.
• Promote recovery: breaks, respected holidays, limits on after-hours meetings.

If you want to expand your strategies for reducing burnout, you may be interested in this content on stress regulators.

What to do if an employee shows symptoms of depression

Acting in time makes all the difference. These guidelines help you do so respectfully and effectively:

For leaders and HR

1. Talk privately, tactfully and with observable facts
   Example: “I’ve noticed that you’re having trouble concentrating and that you’ve been more isolated lately. How are you feeling?”
2. Avoid judgements or diagnoses
   Don’t say: “You’re depressed.” Do say: “It seems like you’re having a hard time.”
3. Offer concrete support
   Temporary adjustments, prioritisation of tasks, flexibility, support.
4. Refer to professional resources
   Facilitate access to occupational psychology/medicine or available services.
5. Maintain confidentiality
   Share information only with those who need to know and with consent.
6. Follow-up plan
   Agree on brief reviews: “What would help you this week? What can we adjust?”

For colleagues

• Listen without trying to “fix” things with phrases like “cheer up”.
• Offer practical support: “Would you like me to accompany you to talk to your manager?”
• Maintain the connection: brief check-ins, include without pressuring.

If there is a risk of self-harm or suicide

• Take it seriously, accompany them and seek immediate professional help. Do not leave the person alone if there is imminent risk.

Understanding depression in the workplace means looking beyond performance and recognising that mental health is part of a job well done. With prevention, a supportive culture and early action, it is possible to reduce the impact and, above all, take care of people, which is what we focus on at Benefit Brokers. Health and People.

If your company does not yet have health insurance, contact us.

If you already have it but are not sure you are getting the most out of it, contact us. We are specialists and if you allow us to meet with you, we can show you how we can help.

Happy and prosperous 2026!