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"Mental impairment may already exist within your workforce, but if it goes unrecognised, both employment equity and accommodation obligations may be falling short."

"What if your employment equity reports are incomplete? What if your organisation already employs persons with disabilities, yet your workforce analysis suggests otherwise? For many employers, disability remains associated with visible and physical impairments. However, South African labour law recognises that disability extends beyond what can be seen. Mental health conditions such as depression, anxiety disorders and bipolar disorder may, under certain circumstances, qualify as disabilities."

"The challenge is that these conditions often remain undisclosed, misunderstood, or mismanaged as performance concerns rather than being recognised within the legal framework of disability."

"The Constitution guarantees equality, dignity and fair labour practices. These rights are supported by legislation including the Employment Equity Act and the Labour Relations Act. Importantly, the Code of Good Practice on the Employment of Persons with Disabilities recognises that disability may include mental impairment where the condition is long-term or recurring and substantially limits a person’s ability to perform work."

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