The Equal Opportunities Commission (EOC) today (29 July 2025) launched the Guide on How to Support Employees with Mental Health Conditions at Work (the “Guide”), with the aim to help employers and managers better understand how to support employees with mental health conditions. By explaining the negative stigma and discrimination associated with mental illness and sharing personal experiences of persons with mental health conditions, the Guide seeks to enhance awareness and understanding of mental health among employers and employees. The Guide also provides possible reasonable accommodation measures to help employers and employees create a mental health-friendly and inclusive workplace.

Ms Linda LAM Mei-sau, Chairperson of the EOC said, “The Study on Perceptions of Stigmatization and Discrimination of Persons with Mental Illness in the Workplace released by the EOC in 2023 revealed that around 80% of the interviewed employed persons and persons with mental illness indicated that discrimination against persons with mental illness in Hong Kong was very prevalent or quite prevalent. The public still holds negative labels and stereotypical views about mental illness. To eliminate such discrimination and prejudice, the EOC has launched the Guide to help employers and employees understand the challenges faced by employees with mental health conditions, learn effective skills for communication with them, and provide appropriate support to them.”

At the press conference, Dr Ferrick CHU Chung-man, Executive Director (Operations) of the EOC, explained the protections for persons with mental health conditions under the anti-discrimination ordinances. He recommended employers to create a work environment that enables these individuals to perform their core duties effectively. Dr Chu said, “The definition of disability is broad and includes a disorder, illness or disease that affects a person’s thought processes, perception of reality, emotions or judgement or that results in disturbed behaviour. It covers a disability that presently exists and previously existed. Hence, persons with mental illness or persons in recovery are protected under the Disability Discrimination Ordinance (DDO). Employers must not treat employees less favourably on the ground of their disabilities, including refusing to hire them, dismissing them, or denying their training and development opportunities. Reasonable accommodation should be provided unless doing so would impose unjustifiable hardship on the employers.”

In addition to explaining how the DDO protects persons with mental illness from discrimination and harassment, the Guide includes personal stories of persons with mental health conditions, and a range of recommendations and reminders for employers to enhance understanding and communication with employees with mental health conditions. The Guide also explains the concept of inherent job requirements and reasonable accommodation, with examples to help employers provide appropriate support to employees.

Ms Doris TSUI Ue-ting, Head (Policy, Research and Training) of the EOC said, “Employers play a crucial role in supporting employees with mental health conditions. Maintaining good communication between employers and employees not only fosters mutual understanding, but also allows employers to carefully balance accommodation needs with practicality based on individual circumstances and capabilities. This helps establish effective and suitable work patterns and arrangements. Additionally, employers should raise awareness of mental health issues among staff and management to eliminate stigma and discrimination, making it easier for persons with mental health conditions to integrate into the workplace.”

The EOC recommends several practical accommodations for employees in different situations, including:

•    Break down large assignments into manageable goals and tasks;
•    Provide positive encouragement as appropriate;
•    Offer quiet spaces to help employees manage their emotions and relax;
•    Adjust work hours or allow part-time work temporarily;
•    Grant time-off or early release for attending medical appointments;
•    Grant regular short breaks; and
•    Allow temporary work-from-home and provide options for flexi-time.

Furthermore, the EOC has produced a series of six animated short videos based on the Guide. These videos aim to enhance employers’ and managers’ understanding of the various situations faced by employees with diverse mental health conditions and the appropriate accommodations to support them.

The EOC sincerely thanks Dr Kitty WU Kit-ying, Chairperson of Board of Directors, Hong Kong Institute of Clinical Psychologists and EOC Member, as well as the New Life Psychiatric Rehabilitation Association and The Mental Health Association of Hong Kong, for their valuable and professional input during the consultation process. The Guide and animated videos have been uploaded to the EOC website for reference and download by members of the public and employers.

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The Equal Opportunities Commission (EOC) today (29 July 2025) launched a new guide titled How to Support Employees with Mental Health Conditions at Work (the “Guide”). Dr Ferrick CHU Chung-man, Executive Director (Operations) (centre), Ms Doris TSUI Ue-ting, Head (Policy, Research and Training) (left) and Miss Christy CHEUNG Chi-Man, Policy, Research and Training Officer of the EOC (right) introduced the Guide and related animated short videos at the press conference.