Dissociation at Work: Employer Support

Dissociation can affect how a person experiences their thoughts, emotions, memories, identity or surroundings. At work, an employee may sometimes have difficulty concentrating, remembering information, communicating or feeling connected with what is happening around them. Managers should not attempt to diagnose these experiences or ask an employee to describe private and potentially distressing events.

Their role is to respond with manaakitanga, focus on observable workplace needs and help the employee access appropriate support. This guide explains dissociation and dissociative disorders in plain language, how experiences may affect someone’s mahi, the rights of New Zealand employees and the steps employers can take while respecting privacy, dignity and professional boundaries.

What Are Dissociation and Dissociative Disorders?

Dissociation involves a sense of disconnection from thoughts, emotions, memories, identity or surroundings.

A person might describe:

• Feeling detached from themselves
• Feeling emotionally numb or distant
• Watching themselves from an outside perspective
• Feeling that their surroundings are unreal
• Experiencing gaps in memory
• Feeling confused about aspects of identity

People experience dissociation differently. An occasional dissociative experience does not automatically mean someone has a dissociative disorder.

New Zealand’s Healthify explains that diagnosed mental health conditions involve ongoing symptoms that cause significant distress or affect a person’s ability to function. It also notes that treatment and support are available and that symptoms differ between people.

Managers should not assume that forgetfulness, distraction or an unusual response means the employee is dissociating. Similar behaviours can have many possible causes.

For broader information, explore Wisdom Wellbeing’s mental health support for New Zealand workplaces.

Understanding the Main Dissociative Disorders

The main diagnostic categories include:

• Depersonalisation-derealisation disorder
• Dissociative amnesia
• Dissociative identity disorder
• Depersonalisation-derealisation disorder

Depersonalisation may involve feeling detached from your thoughts, emotions or body.

Derealisation may involve feeling as though your surroundings are unreal, unfamiliar or distant.

Dissociative amnesia

Dissociative amnesia involves memory gaps that extend beyond everyday forgetfulness. These may involve personal information or experiences.

At work, managers should not treat memory difficulty as proof of dishonesty, carelessness or lack of commitment. The appropriate starting point is the work issue and what practical support may help.

Dissociative identity disorder

Dissociative identity disorder, or DID, is a complex diagnosed condition involving different identity states and other symptoms that may include significant memory gaps.

“Multiple personality disorder” is a former term and should not be used as the primary name for the condition.

Diagnosis belongs with qualified health professionals, not employers or managers.

Employees can also read Wisdom Wellbeing’s information about post-traumatic stress disorder where relevant to their support needs.

How Dissociation May Affect Someone’s Mahi

Some people living with a dissociative disorder may experience little impact on their work. Others may need support during particular episodes or periods.

Possible workplace effects may include:

• Difficulty concentrating
• Problems recalling instructions or discussions
• Feeling disconnected or disorientated
• Needing more time to process information
• Difficulty communicating during an episode
• Fatigue afterwards
• Difficulty moving between tasks
• Sensitivity to particular environments or situations

These signs are not proof of dissociation.

Managers should discuss observable work matters without trying to interpret the employee’s behaviour clinically.

For example:

“I noticed you seemed to lose track of the discussion during the meeting. Is there anything about the meeting format or workload that we should review?”

This keeps the conversation practical and gives the employee control over what they choose to disclose.

New Zealand Employment Rights and Support

Employment New Zealand states that employers cannot discriminate against an applicant or employee on prohibited grounds, including disability. It also directs employers to support and funding resources for employing people with disabilities or health conditions.

Support should be based on the individual employee, their role and the workplace.

• Possible changes might include:

• Flexible starting or finishing times

• Scheduled or additional breaks

• Clear written instructions

• A quieter workspace

• Flexibility for health appointments

• Temporary changes to some duties

• Agreed check-in arrangements

• Changes to location where suitable

• Clearer task priorities and deadlines

These are examples rather than automatic requirements for every employee.

If health concerns affect someone’s ability to perform their work, employers should engage positively and supportively with the employee before reaching decisions about their employment.

Employers should obtain employment or legal advice when obligations are unclear.

How Managers Can Respond Respectfully

Hold the conversation privately and focus on something you have directly observed.

A manager could say:

“I’ve noticed you have seemed unsettled during a few recent meetings. I wanted to check how things are going and whether anything about the mahi needs attention.”

During the conversation:

• Listen without seeking a diagnosis
• Avoid asking about trauma or personal history
• Do not ask the employee to prove their experience
• Ask what would help at work
• Explain relevant support and policies
• Agree on practical next steps
• Protect the employee’s privacy
• Arrange an appropriate follow-up

If the employee discloses a condition, respond without judgement:

“Thank you for trusting me. You do not need to share anything you are uncomfortable discussing. Let’s focus on what would help you work safely and effectively.”

Manaakitanga in this context means treating the employee with care and respect while continuing to manage the workplace appropriately.

Responding to a Difficult Episode at Work

Remain calm and avoid crowding, touching or physically directing the employee unless immediate safety requires action.

Depending on the employee’s needs and any previously agreed plan, it may be helpful to:

• Speak calmly
• Use short and clear sentences
• Reduce noise or stimulation
• Offer a quieter space
• Ask what the person needs
• Allow time for a response
• Contact an approved support person
• Follow workplace emergency processes where required

Do not tell the person to “snap out of it”, argue about their experience or demand an immediate explanation.

If someone is in immediate danger or requires urgent medical assistance, call 111. WorkSafe New Zealand also identifies professional support options, including free call or text access to 1737.

Afterwards, speak privately with the employee about whether a simple workplace support plan would help in future.

Where Clinical and EAP Support Fits

Employers should not select a therapy, recommend medication or try to treat dissociation.

An employee concerned about dissociative experiences may choose to speak with:

• Their GP or healthcare provider
• A psychologist
• A psychiatrist
• Another qualified mental health professional
• An existing treatment provider

Eligible employees may also access Wisdom Wellbeing’s Employee Assistance Program for New Zealand workplaces.

An EAP can provide confidential short-term support, help with associated stress and assist an employee in finding an appropriate professional pathway. It does not replace specialist assessment or ongoing treatment for a complex mental health condition.

Managers may also access suitable EAP guidance when preparing for a sensitive conversation, while responsibility for employment decisions and workplace risk remains with the organisation.

Creating Mentally Healthy and Inclusive Work

WorkSafe New Zealand states that organisations have a responsibility under the Health and Safety at Work Act 2015 to provide work that protects employees’ mental health. Its guidance emphasises positive workplace cultures, healthy work design and the reduction of potential mental harm.

Employers can strengthen workplace support by:

• Training managers not to diagnose
• Maintaining clear adjustment procedures
• Protecting health information
• Managing psychosocial risks
• Preventing bullying and discrimination
• Reviewing unreasonable workloads
• Providing clear task structures
• Communicating EAP access
• Offering lower-stimulation work options where practicable

A supportive workplace respects the mana and privacy of the employee. It does not require them to share personal experiences simply to be treated fairly.

Frequently Asked Questions About Dissociation at Work

• What is dissociation?

Dissociation involves a sense of disconnection from thoughts, emotions, memories, identity or surroundings. A person may feel detached from themselves, experience their environment as unreal or have gaps in memory. Not everyone who experiences dissociation has a dissociative disorder, and diagnosis should be made by a qualified health professional.

• Should a manager ask whether someone is dissociating?

Managers should generally discuss what they have observed rather than suggesting a diagnosis. They can ask how the employee is going, whether something about the mahi is contributing and what workplace support may help. Employees should not be pressured to disclose a condition or personal history that is unnecessary for managing their work safely.

• What workplace support may help an employee?

Support depends on the employee, role and workplace. It may include clear written instructions, adjusted hours, regular breaks, a quieter workspace, flexibility for appointments or agreed check-ins. Employers should ask the employee what barriers they are experiencing rather than assuming that everyone with the same diagnosis requires identical changes.

• Can someone with a dissociative disorder continue working?

Many people with mental health conditions can work effectively with suitable treatment and workplace support. Employers should focus on the employee’s ability to perform their role and consider whether practical changes could reduce barriers. Decisions should not be based only on a diagnostic label or assumptions about the person’s abilities.

• Can an EAP treat a dissociative disorder?

An EAP may provide confidential short-term support and help an employee find appropriate services, but it does not replace specialist assessment or ongoing clinical care. Someone concerned about dissociation should speak with a qualified health professional. Managers may signpost EAP support but should not attempt to direct or supervise treatment.

Related Entities

• Dissociation:

A mental process involving disconnection from thoughts, emotions, memories, identity or surroundings.

• Dissociative Disorder:

A diagnosed mental health condition involving persistent or significant dissociative experiences.

Workplace Support: Practical changes or resources that help an employee participate safely and effectively at work.

• Employee Privacy:

Appropriate protection and handling of personal and health information disclosed at work.

• Employee Assistance Program:

A confidential workplace service providing eligible employees with professional support and referral pathways.

Call Wisdom Wellbeing on 0800 452 587 to discuss support for your organisation.