How HR Can Support Cleared Workers in a Mental Health Crisis

The conversation around mental health in the workplace has come a long way—but for cleared professionals, but seeking support still feels risky. Employees with security clearances often face unique concerns when it comes to disclosing or addressing mental health issues, worried that doing so could put their careers or clearances in jeopardy.

As HR professionals and leaders in national security, we have a responsibility to bridge this gap with empathy, education, and action. Here’s how HR can support cleared workers navigating a mental health crisis—without compromising trust, mission readiness, or individual dignity.

Mental health and security clearances aren’t mutually exclusive. But many cleared employees still believe that acknowledging a mental health struggle could trigger clearance denial or revocation. The truth? Seeking mental health support does not automatically impact a security clearance. In fact, the federal government has made it clear through adjudicative guidelines that proactive care is viewed positively—especially when there is no indication of substance abuse, violence, or compromised judgment.

Now, what HR can do to support? 1) Educate employees on what is and isn’t reportable; 2) Partner with your FSO to develop consistent guidance on disclosures; 3) Create secure, confidential channels for self-reporting and accessing resources.

Every organization supporting a cleared workforce needs a Mental Health Crisis Response Plan. As we’ve seen in recent U.S. catastrophic events like the Texas floods, having a plan for employees to cope ensures that when an employee shows signs of distress or discloses a crisis, HR and management know how to respond—legally, ethically, and humanely.

Your crisis protocol should include: 1) Immediate steps to ensure safety; 2) Points of contact for mental health professionals and EAPs; 3) Guidelines on when to involve leadership, security, or emergency services; and 4) Documentation processes that protect confidentiality.

When employees believe that asking for help could cost them their clearance—or their job—they’re far less likely to reach out until a situation becomes unmanageable. As HR leaders, we have the power to change the culture.

Practical ways to reduce stigma:

After a crisis, returning to work can feel overwhelming. HR can help cleared employees transition back with dignity and support, not suspicion. A few approaches include offering flexible work arrangements where feasible, providing return-to-work accommodations without requiring disclosure of medical details, and checking in regularly with empathy, not scrutiny.

Supporting cleared professionals during a mental health crisis isn’t just about HR—it’s a team effort that should include FSOs, legal, and leadership. Make sure you’re aligned on reporting thresholds, ADA and HIPAA compliance and consistent communication. Know what must be reported to security and what can remain confidential, respect legal boundaries while ensuring proper support, and offer the same message regardless of employee business function.

Mental health is a readiness issue. Supporting cleared employees isn’t just a matter of compliance—it’s a matter of national security, retention, and basic human care. When HR leads with transparency, education, and compassion, we protect not only clearances, but people.