PTSD & DEPRESSION IN THE WORKPLACE: A FESTIVE SEASON STAGE FOR BUSINESS OWNERS WITHIN THE HAIRDRESSING, COSMETOLOGY, & BEAUTY INDUSTRY

Act One:

The Invisible Struggles

Invisible struggles cannot be seen with the naked eye. The salon or spa is buzzing, the festive season is in full swing, and every chair or treatment bed is booked. Yet behind the laughter and the glamour, someone may be carrying a weight no one notices.

Think of Chicago’s haunting verse: “Mr. Cellophane, Mr. Cellophane, you go right through me, walk right by me, and never know I’m there.” That is what PTSD and depression can feel like in the workplace: unseen, unheard, and unacknowledged, even as the show goes on.

Employers and managers, often under strain themselves, may not have the time or energy to focus on what is invisible. But ignoring it does not make it disappear. Someone could be suffering amongst your team, and as the director of this festive performance, you carry both a legal and human responsibility to notice, to act, and to protect.

Act Two:

Setting the Stage

The festive season is your busiest act: full of glamour, long hours, and high stakes. But behind the curtain lies the reality of mental health. PTSD and depression are not just medical terms; they are lived experiences that affect performance, attendance, and dignity. Recognising them is not about turning your salon or spa into a clinic; it is about being a responsible director of the show, ensuring every performer has the support they need to shine.

Act Three:

The Festive Spotlight

December is like opening night. The lights are bright, the audience expects perfection, and the performers push themselves to deliver. But if someone is silently struggling, the cracks will show. Irritability, withdrawal, fatigue: these are not just mood swings. They may be symptoms of PTSD or depression. Spotting them early is like catching a costume tear before the curtain rises; it saves the performance and protects the person wearing it.

Act Four:

Practical Stage Directions

• Train your “stage managers”: senior stylists, nail technicians, or spa supervisors who can recognise distress.

• Offer flexible shifts or quieter roles when needed.

• Use Employee Assistance Programmes (EAPs) or connect staff to local support.

• Keep documentation of support provided: your backstage notes that protect both you and your team.

Case Study (Hypothetical – Depression in Beauty):

A nail technician in Cape Town experienced severe anxiety and depression after repeated incidents of workplace harassment from a client. At first, her withdrawal was mistaken for poor performance. Only when she broke down during a busy December shift did management realise the seriousness of her condition. By offering flexible hours, removing her from direct contact with the client, and arranging professional counselling, the spa not only retained a skilled employee but also demonstrated compliance with South African Labour and Constitutional Legislation. The lesson is clear: early recognition and accommodation can protect both the individual and the business.

Case Study (Hypothetical – PTSD in Hair):

A stylist in Johannesburg was traumatised after a violent robbery at the salon. She returned to work but struggled with flashbacks, hypervigilance, and avoidance of certain tasks. Management recognised the signs and supported her through a COIDA claim, while temporarily reassigning her to quieter duties. By acknowledging her trauma and providing structured support, the salon upheld its legal obligations and preserved her dignity. The lesson is that trauma can strike unexpectedly, and employers must be prepared to respond with compassion and compliance.

Act Five:

Global and Local Perspectives

Internationally, first responders and veterans are at high risk of PTSD. In South Africa, studies on Border War veterans, sometimes referred to as participants in the Namibian War of Independence, highlight similar patterns. The World Health Organization’s mental health action plan emphasises early access to care, and that principle applies just as much in a spa as in a salon.

Act Six:

Future Scenes

With COIDA amendments recognising PTSD, expect more claims and deeper investigations into workplace stress. For hair and beauty owners, this means greater responsibility to prevent harm and support staff. Combine this with post COVID trends, remote work, wellbeing initiatives, and rising awareness, and it becomes clear that mental health is now part of everyday business management.

Curtain Call

PTSD and depression are serious, but your response does not have to be clinical or boring. As a hair and beauty owner, you are both director and performer, balancing compliance with compassion. By recognising invisible struggles, offering support, and following the law, you ensure that every member of your team can step into the spotlight with dignity.

Backstage Summary Tables: Employer’s Quick Guides

These summary tables are designed for hair and beauty owners to pin up in staff rooms, use in training, or refer to during incapacity hearings: a compliance toolkit.

PTSD Backstage Summary Table: Employer’s Quick Guide

Category	Details
Condition	Post‑Traumatic Stress Disorder (PTSD)
Workplace Symptoms	Flashbacks, nightmares, avoidance of reminders, hyperarousal, fatigue, poor concentration, emotional distress
Eligibility under COIDA	PTSD must result from a traumatic event at work; symptoms must appear within six months; claim must be submitted within one year; psychiatrist diagnosis required
Benefits	Temporary disablement: up to 24 months; permanent disablement: 65% for full PTSD; medical aid coverage
Claims Requirements	Employer and medical reports; psychiatric assessment; evaluation by medical panels; adjudication by the Compensation Commissioner
Employer Obligations	Maintain a safe environment (OHSA); recognise PTSD as a disability (EEA); provide accommodations; ensure fair treatment; document all support and assessments

Depression Backstage Summary Table: Employer’s Quick Guide

Category	Details
Condition	Depressive Disorders (including Major Depression, Recurrent Episodes, Bipolar Depression)
Workplace Symptoms	Persistent sadness, loss of interest, fatigue, sleep disturbances, poor concentration, feelings of worthlessness or guilt, thoughts of death or suicide
Eligibility under COIDA	Depression may qualify if directly linked to workplace trauma or stressors; symptoms must persist for at least six months; claim must be submitted within one year; psychiatrist diagnosis required
Benefits	Temporary disablement: up to 24 months; permanent disablement: 25–50% equivalence depending on severity; medical aid coverage
Claims Requirements	Employer and medical reports; psychiatric evaluation; documentation of workplace stressors; adjudication by the Compensation Commissioner
Employer Obligations	Recognise depression as a disability under the EEA; provide reasonable accommodations; ensure fair treatment in performance management; maintain a safe environment under OHSA; document all support and interventions