Managing Bipolar Disorder at Work: Support, Disclosure and Stability

Many people living with bipolar disorder build successful, fulfilling careers. The impact of bipolar disorder differs from person to person and may also change over time. People with bipolar disorder experience changes in mood that can affect energy, concentration, sleep, judgement or emotional regulation. This often creates practical work challenges.  

Bipolar mood disorder does not equal dysfunction.

Dr Alicia Porter, SADAG’s Mental Health Matters

By following a stable treatment plan, maintaining consistent routines and receiving appropriate workplace support, you can make it easier to remain stable and perform well. 

How Bipolar Disorder Can Affect Work Performance

When someone has bipolar disorder, changes in their work performance should not be mistaken for a lack of skill or commitment. The effect on work differs during depressive, manic or hypomanic episodes, while many people function well during periods of stability. For more on cognitive symptoms, read about bipolar brain fog.

During Manic or Hypomanic Episodes

Hypomania may initially look like a burst of energy or productivity, but it should not be romanticised as “peak productivity”. During one of these types of episodes, an employee may initially appear unusually energetic or productive. For example, reduced sleep, overconfidence and racing thoughts may lead to overcommitment, impulsive communication, risky decisions or poor prioritisation. 

Between Episodes

Between episodes, many people experience periods of stability and are able to function effectively at work. Although some people with bipolar notice residual fatigue or cognitive difficulties, while others function without noticeable symptoms. The World Health Organization (WHO) and the National Health Service (NHS) both emphasise this variability, which means bipolar disorder is not a fixed measure of someone’s capability. 

During a Depressive Episode

A depressive episode can make ordinary workplace tasks more difficult to manage. Reduced energy, brain fog, slower thinking, poor concentration and sleep problems can all affect someone’s ability to work. Someone who is experiencing these depressive symptoms might also withdraw from their colleagues, be demotivated and have feelings of hopelessness and low self-esteem. 

5 Possible Workplace Consequences of Depression

1. Taking longer to complete tasks. 
2. Difficulty meeting deadlines. 
3. Reduced participation or communication. 
4. Increased mistakes or overlooked details. 
5. Increased absenteeism or the need for sick leave. 

Can You Work if You Have Bipolar Disorder?

Yes, many people diagnosed with bipolar disorder work successfully. They are able to hold down full-time jobs, lead teams, or even run a business. A primary factor is a stable treatment plan. Reasonable workplace adjustments can also be of great help. Examples of reasonable adjustments include flexible work hours, fewer night shifts, hybrid or remote work settings and temporary workload adjustments. 

The right workplace environment for someone with bipolar disorder is often one which allows them to have predictable hours and clear task expectations. It’s often dependent on what their early warning signs are and the demands of their job. 

It’s notable that in a good workplace environment, employment can promote recovery. This is because, according to the WHO, supportive employment can improve functioning, quality of life and self-esteem.

Disclosure at Work: Do You Have to Tell Your Employer?

In South Africa, employees generally don’t have to disclose that they have bipolar disorder. Nevertheless, disclosure may be necessary when an employee requests reasonable accommodation for bipolar symptoms. It may also make it easier to plan practical support and minimise misunderstandings. 

Possible Drawbacks of Disclosing Bipolar at Work

• Concerns about privacy.
• The possibility of stigma.
• Being treated differently.

No person is obliged to inform their employer of a disability or impairment.

The South African Department of Employment and Labour

Before disclosing, think about what kind of support you need, whom to approach, as well as how much information is actually necessary. This is because you might be able to explain the adjustment you need without disclosing your full medical history.

If your situation is complicated or you feel uneasy, then it is advisable to consult a qualified labour professional.

Workplace Rights and Reasonable Accommodation in South Africa

In South Africa, reasonable accommodation involves practical workplace changes that help an eligible employee perform the essential duties of the job. Bipolar disorder may qualify as a disability when it is long-term or recurring and substantially limits a person’s prospects of entering or advancing in employment. An employer may still voluntarily assist someone who has bipolar disorder, even if their condition doesn’t meet the legal definition of disability. 

Accommodation supports the employee in performing essential duties; it does not remove responsibilities. 

South Africa’s Employment Equity Act prohibits unfair discrimination on grounds including disability. However, bipolar disorder is not automatically classified as a disability in every case. To be designated as a disability, you need an assessment done by a qualified health care professional. The assessment considers whether a long-term or recurring mental impairment substantially limits someone’s prospects of entering or advancing in employment. Medical evidence may be needed to support this assessment, as diagnosis alone does not automatically determine legal classification of a bipolar disorder as a disability. The most suitable accommodation will depend on the employee’s needs, the essential duties of the role and what is reasonably practical. Practically, what this will look like varies between individuals. 

4 Practical Strategies for Managing Bipolar at Work

1. Manage energy and protect sleep: Structured routines, consistent sleep and manageable working hours can help regulate energy and support mood stability at work. 
2. Manage cognitive symptoms: Written instructions, reminders and smaller task steps can make concentration, memory problems and brain fog easier to manage while at work. 
3. Prevent overextension: Accountability, cooling-off periods and limits on new commitments can reduce impulsive decisions and overextension during manic or hypomanic episodes. 
4. Develop a support plan: A personalised support plan can help identify early warning signs and clarify when to contact a healthcare professional. This can help the employee and their manager decide when workload adjustments or leave may be appropriate. 

Supporting a Colleague or Employee with Bipolar Disorder

The first step to helping a colleague with bipolar is to respect them. In practice, this means avoiding assumptions, stigma and labels based on the person’s diagnosis. It’s very helpful to communicate expectations clearly and offer the person private opportunities to discuss support. During any of these conversations, your bipolar colleague should not be pressured to disclose private medical information. 

What Should Happen When Work Becomes Too Difficult?

If symptoms begin affecting safety, attendance, judgement or essential duties, seek professional support as soon as you can. When symptoms make work unmanageable, temporary leave, workload adjustments or a structured return-to-work plan may help. 

The South African Labour Relations Act, Schedule 8, requires an employer to investigate all possible alternatives before dismissing someone with ill health. A bipolar diagnosis alone does not justify dismissal. However, an employer may follow a fair incapacity process if ill health prevents their employee from performing the job. 

Building More Supportive Workplaces

Understanding how mental health affects daily functioning can help workplaces respond with greater fairness and practical support. If you are interested in studying applied psychology, counselling or human behaviour, explore SACAP’s programmes. 

This article provides general educational information, not medical or legal advice. Seek professional guidance for individual circumstances.