It’s a feeling most people have had before: that nagging thought they might have left a burner on after leaving the house. For some, the thought is enough to make them turn back and check. Others, knowing they’ve had this feeling before and that it’s never been true, can press on and forget about it for the rest of the day. But for someone with obsessive compulsive disorder—or OCD—this thought can become all-consuming.
A person with OCD might check the stove 10 times before leaving. Exactly 10 times, otherwise they’re convinced something bad will happen. And what “bad” means isn’t always clear. It could be leaving the burner on, but it could also be something else entirely: a mistake at work, losing their job, friends, or family, getting hurt somehow, hurting someone else, or some vague, undefined catastrophe.
This is one example of what it can be like to live with OCD. Not the only example—as OCD takes many forms—but a common one.
What is OCD?
OCD, defined by intrusive, unwanted thoughts (obsessions) followed by ritualistic behaviors or actions to neutralize those thoughts (compulsions), affects more than 200 million people worldwide. About one in 40 adults will experience OCD in their lifetime; one in 100 children and teens already live with the disorder.
Far from being a “quirk,” OCD can be profoundly disruptive to one’s life. It’s not just about excessive handwashing or tidiness. It’s constantly seeking reassurance that one is safe and “okay;” that one’s premonition isn’t yet reality—or going to become reality. It’s the constant, intrusive fear of harming others, of committing something “wrong” or immoral, or of being contaminated somehow—whether physical (like germs) or mental (like “impure” thoughts).
It’s an obsession with “rightness” in all its forms—justice, virtuosity, exactitude, symmetry, order. That’s why compulsions are often repeated just so, or so many times; why people might have to constantly check things, reorganize things, redo tasks, or repeat things in their minds.
In the workplace, OCD often shows up as perfectionism: a relentless fear of making mistakes, an urge to recheck and rework tasks until they’re flawless, or a tendency to isolate in order to concentrate. While this might look like dedication from the outside, in reality it can be exhausting and harmful—not just a performance “perk,” but a heavy burden to carry.
With OCD Awareness Week underway, now is the time for leaders to deepen their understanding of the disorder and explore practical ways to support affected employees in the workplace.
Understanding OCD: Trauma As One Possible Cause
Last week, the world observed World Mental Health Day, an annual event dedicated to raising awareness about critical mental health issues and expanding access to support. This year’s theme, “Access to Services – Mental Health in Catastrophes and Emergencies,” highlighted the toll today’s volatile, uncertain, and disruption-driven world is taking on mental health.
In the aftermath of a crisis or disaster, psychological distress is common. While many people eventually recover, others go on to develop lasting mental health challenges such as post-traumatic stress disorder (PTSD), anxiety, or depression.
OCD, too, is a well-documented outcome of traumatic events.
Research shows that at least a third of those who experience a traumatic life event develop OCD, while 60 percent of those living with OCD report having experienced trauma in their lifetime—many within a year before the onset of symptoms.
Following the COVID-19 pandemic, for instance, studies observed a marked rise in both new diagnoses of OCD and worsening symptoms among those already living with the disorder. Adverse childhood experiences (ACEs), too, have been linked to an increased risk of the disorder in children and adolescents.
These findings underscore a clear connection between trauma and OCD. While genetics and other factors also play a role, OCD—like anxiety, depression, and PTSD—can perhaps best be understood as a psychological response to distress. In many cases, it reflects a misplaced survival mechanism: the mind’s maladaptive attempt to guard against perceived danger, particularly the threat of future harm.
Recognizing this connection is essential to better supporting people with OCD in the workplace.
Supporting People with OCD: What Can Help
Especially in the aftermath of a crisis or disaster, employers must be mindful of the mental health of their workforce. Behaviors such as persistent checking, difficulty making decisions, withdrawal from colleagues, or noticeable changes in concentration could be an indication that someone is struggling with OCD.
For those already living with the disorder, stress can also intensify symptoms. During the pandemic, for instance, more than half of those living with OCD reported a worsening of symptoms, while stress is shown to exacerbate symptoms in over 70 percent of cases.
Because of factors like shame, stigma, or lack of awareness, however, relatively few people living with OCD receive treatment—despite its high success rate in minimizing symptoms and improving quality of life. This gap makes employer intervention essential to ensuring affected employees receive the support they need to manage symptoms and thrive.
There are several ways to achieve this. The first is by educating staff about OCD and general mental health management. This not only improves health literacy for those living with the condition—empowering them to take better care of their mental health and seek help when necessary—but also reduces stigma among colleagues and equips them to step in and offer support.
Why Education Matters
A common cycle experienced by those with OCD is paranoid cognition—characterized by hypervigilance, ruminations, and sinister attributions. When this cycle takes hold, individuals may live in constant fear of being harmed by others—while also projecting the desire or potential to inflict harm onto those around them. As a result, they can become suspicious and mistrustful, which in turn leads to social withdrawal, isolation, difficulty concentration, and other disruptions to their daily functioning.
Building an informed network of peers who can appreciate the signs and symptoms of OCD, proactively show support, patience, and understanding, and create a sense of psychological safety can greatly minimize peers’ susceptibility to this way of thinking, and improve both their workplace experience and overall wellbeing. At the same time, educating those living with OCD can help them recognize and manage their own negative thought cycles, reduce self-stigma, and better cope with their condition.
The Role of Managers
Another way to support employees living with OCD is to equip managers with the knowledge, skills, and ongoing guidance they need to deliver effective support.
When it comes to supporting mental health in the workplace, managers are the first line of defense. They are the ones who are often closest with employees and best positioned to spot and act on signs of distress.
Unfortunately, many managers feel unprepared to navigate emotionally complex situations. Providing comprehensive mental health and trauma-informed leadership training can change this—equipping managers to recognize signs of distress, respond with empathy, sensitivity, and clarity, and connect employees to the right resources.
The Need for Comprehensive Support
Of course, investing in comprehensive wellbeing support that speaks to the lived experiences of those living with OCD is yet another critical step employers can take to create an OCD-friendly workplace. This includes access to counseling services (particularly evidence-based therapies like CBT and ACT), mindfulness programs, wellness coaching, and self-paced digital resources.
Research shows that therapeutic approaches such as CBT can be effective for up to 80 percent of participants. Meanwhile, practicing mindfulness, maintaining a structured routine, engaging in daily physical activity, and journaling are all recommended to help sustain stability, calm, clarity, and overall mental wellbeing.
The Power of Social Connection
Forming strong social bonds is also shown to have a positive impact on OCD symptoms.
Supportive relationships can help minimize stress—a known risk factor for more severe symptoms—while challenging avoidance behaviors, paranoid cognition, and ruminations. They can encourage healthy coping strategies, provide accountability for maintaining routines, and foster a sense of belonging—a key protective factor against severe symptoms.
Establishing an employee resource group (ERG) or employee network (EN) is thus another key measure employers can adopt to drive support for employees with OCD. Similarly, implementing a wellbeing ambassador program can help foster stronger connections between peers and contribute to a more inclusive, friendly environment.
The Importance of Sustained Support
Lastly, keeping support visible—and responsive to real life needs—is critical. OCD is not something that can be “cured.” Neither, then, can support be a “one-off” or “one-time” effort.
Maintaining an open, constructive dialogue about mental health in the workplace—and routinely checking in and promoting available support—is key to empowering employees to speak up, seek help, and take care of their mental wellbeing. When employees see that help is reliable, accessible, and embedded in workplace practices, they are more likely to engage with resources, sustain healthy coping strategies, and feel truly supported in their roles.
The Case for Continuous Care: Lasting Support for Lasting Wellbeing
All these steps—and more—echo the central message of this year’s World Mental Health Day campaign. While the day itself may be in the past, the work it calls for has only begun.
As this year’s theme underscored, supporting mental health at work is all about building awareness, turning awareness into access, and access into action. Especially in the aftermath of a catastrophe or emergency—when mental health needs are often highest, and conditions like OCD, anxiety, or depression come to the forefront—delivering access to sustained, quality care is crucial for long-term recovery and wellbeing.
That’s why Workplace Options (WPO) has released a free toolkit to help organizations build a comprehensive plan of action to support employees today and every day—through life’s most stressful and traumatic moments.
OCD may not be curable—but it is manageable. With the right support, employers can help affected employees maintain balance, confidence, and peace of mind—and enable them to truly thrive.
Access the free toolkit here.
For more information about how WPO can help support people living with OCD and other mental health conditions, connect with us today.
