OCD Awareness Week takes place from 12th to 18th October, providing an opportunity to challenge misconceptions about obsessive-compulsive disorder.
OCD is often misunderstood, with the condition frequently associated with being tidy, organised or particular about cleanliness. However, the reality is more complex. For people living with OCD, intrusive thoughts and compulsive behaviours cause significant distress, affect everyday activities and make balancing life more challenging.
Understanding OCD is an important step towards creating a more inclusive workplace where employees feel comfortable seeking support without fear of judgement.
In recognition of OCD Awareness Week, we’re exploring what it is, how it can affect employees and what employers can do to support mental health at work.
What is obsessive-compulsive disorder?
Obsessive-compulsive disorder is a mental health condition characterised by obsessions, compulsions or a combination of both.
Obsessions are unwanted, intrusive thoughts, images or urges that repeatedly enter someone’s mind and cause feelings of anxiety, fear, distress or discomfort.
Compulsions are repetitive behaviours or mental acts that a person feels driven to carry out in response to these thoughts. They may temporarily relieve anxiety, but the distress often returns, creating a difficult cycle to break.
OCD can present differently from person to person. Common experiences may include:
-
Experiencing intrusive thoughts about causing harm, making mistakes or being responsible for something going wrong.
-
Feeling compelled to repeat actions, count or arrange items in a particular way.
-
Experiencing fears around contamination or illness.
-
Repeatedly seeking reassurance or mentally reviewing situations to feel certain.
Some people experience predominantly internal rituals, such as repeating phrases in their mind, analysing past conversations or trying to neutralise unwanted thoughts. These experiences can be exhausting and time-consuming, particularly when someone feels unable to resist the urge to carry out a compulsion.
Challenging common misconceptions about OCD
Phrases such as “I’m so OCD” are sometimes used to describe a preference for tidiness or organisation. OCD is not simply about being neat, organised or particular about how things are done. It can involve deeply distressing intrusive thoughts, significant anxiety and compulsions that interfere with daily life.
It is important to recognise that experiencing intrusive thoughts does not mean someone wants to act on them. People with OCD may find these thoughts frightening because they conflict with their values or what matters to them.
How can OCD affect employees in the workplace?
OCD can affect many aspects of working life, although the impact varies between individuals. Some employees manage their symptoms with little disruption, while others find certain tasks or working environments challenging.
Potential workplace difficulties include:
Concentration and focus
Intrusive thoughts can make it difficult to concentrate on meetings or remain focused on a particular activity.
Time management and productivity
Compulsions, such as repeatedly checking work or seeking reassurance, can take up significant time and make it harder to meet deadlines.
Stress and anxiety
Workplace pressures may intensify symptoms for some people, adding to the emotional demands of their role.
Relationships with colleagues
Fear of judgement or misunderstanding may make employees reluctant to disclose their condition or explain why they are struggling.
Fatigue and wellbeing
Employees may experience increased stress and find it harder to switch off from work, rest or maintain a healthy work-life balance.
How can employers support employees with OCD?
Employers have an important role to play in promoting positive mental health and ensuring employees feel supported at work. While every person’s experience of it is different, there are practical steps organisations can take to help.
1. Promote open conversations about mental health
Create an environment where employees feel able to discuss their mental health without fear of stigma, discrimination or negative consequences.
Managers should approach conversations with empathy, listen without making assumptions and respect an employee’s privacy. Employees should not feel pressured to disclose a diagnosis or share personal details they are uncomfortable discussing.
2. Provide mental health awareness training
Training can help managers and colleagues develop a better understanding of OCD, recognise common misconceptions and respond appropriately when someone needs support.
Equipping managers with the knowledge and confidence to discuss mental health can help prevent misunderstandings and encourage earlier conversations about workplace challenges.
3. Consider reasonable adjustments
Depending on an employee’s individual needs and the requirements of their role, workplace adjustments may help reduce unnecessary stress and make work more manageable.
These could include:
-
Providing clearer instructions and prioritising tasks to reduce uncertainty.
-
Agreeing realistic deadlines and reviewing workloads.
-
Offering a quieter working environment or greater flexibility where appropriate.
-
Allowing flexibility around working patterns or breaks when needed.
-
Scheduling regular, supportive check-ins with a manager.
Adjustments should be discussed collaboratively and reviewed over time to ensure they remain helpful.
In the UK, employers should also consider their obligations under the Equality Act 2010. Whether OCD meets the legal definition of disability depends on its effects on the individual, and employers should seek appropriate advice where necessary.
4. Make support services accessible
Ensure employees know how to access the mental health support available to them, including employee assistance programmes (EAPs), occupational health services and relevant external resources.
Where appropriate, signpost employees to their GP or NHS talking therapies services for assessment and treatment. Support should be communicated clearly, confidentially and without making employees feel that asking for help is a weakness.
5. Take a proactive approach to workplace wellbeing
Supporting employees with OCD should form part of a wider commitment to workplace mental health, rather than being limited to awareness events or individual disclosures.
Regular wellbeing conversations, manageable workloads, supportive leadership and clear routes to professional help can all contribute to a healthier working environment.
Employers should also review workplace practices to identify unnecessary pressures and ensure that mental health support is accessible to everyone.
Where can people get support for OCD?
OCD is a treatable mental health condition, and effective support is available. Encouraging people to seek professional advice can be an important first step towards managing symptoms and improving quality of life.
In the UK, support options include:
-
NHS: Visit the NHS website for information about OCD symptoms, diagnosis and treatment.
-
NHS Talking Therapies: People in England can generally refer themselves directly for assessment and talking therapy, including treatment for OCD where appropriate.
-
OCD Action: A UK charity providing information and support for people affected by OCD, as well as their families and carers.
-
OCD-UK: A charity offering information and resources for people living with OCD.
Turning OCD Awareness Week into meaningful action
For employers, meaningful action goes beyond sharing information. It involves challenging stigma, equipping managers with the right knowledge, making support accessible and creating a workplace culture where employees feel safe asking for help.
Every employee’s experience is different, and there is no single approach that will work for everyone. By listening to individual needs and taking a proactive approach to mental health, organisations can make a genuine difference to employee wellbeing.
Whether your organisation is looking to improve mental health awareness, strengthen workplace wellbeing or equip managers to support their teams, taking the time to understand conditions such as OCD is an important place to start.
Find out how The Better Health Generation can support your organisation in creating a healthier workplace by getting in touch.
