Does a mental health issue excuse workplace performance issues

Ayesha and Chantell noted that, according to the South African Federation for Mental Health, around 13% of South African employees live with a diagnosed mental health condition. For employers, finding the balance between supporting mental wellness and maintaining performance standards can be complex.

Ayesha and Chantell said that for an employee to rely on a mental health condition as a defence for poor performance, they need to show a clear link between the condition and their performance. In other words, if not for the mental illness, their performance would have been satisfactory.

Ayesha and Chantell emphasised that mental health challenges don’t automatically excuse poor performance, and poor performance doesn’t automatically justify dismissal. The law expects both compassion and structure, requiring employers to provide reasonable support before taking disciplinary steps.

They explained that this process typically begins when an employee discloses their condition, provides a medical certificate, or raises the issue with their manager. The employer should then investigate, offer proportionate support such as training, mentoring, flexible hours, or adjusted workloads, and set clear performance targets and timelines.

Click here to listen to Ayesha's interview.

Click here to listen to Chantell's interview.