World Bipolar Day – Different Rhythms, Same Potential

28th March 2026

Employment Law, HR, Thrive Life, Thrive Thoughts

Admin

How often do we stop to consider that something which feels effortless to us might require enormous strength from someone else?

Deadlines. Early starts. Back-to-back meetings. High-pressure projects. For many, these are simply part of working life. For others, they can feel like climbing a mountain without the right equipment.

Today, on World Bipolar Day, we pause to reflect, learn, and challenge stigma. Observed annually on 30 March, the birthday of Vincent van Gogh, who was posthumously diagnosed with probable bipolar disorder, the day aims to raise global awareness of bipolar disorder and encourage understanding of a condition often misunderstood.

At Thrive Law, we believe conversations about mental health belong in the workplace, not whispered in corridors, but spoken about openly, respectfully and constructively.

To mark the day, I spoke with a close friend who lives with bipolar disorder and generously agreed to anonymously share her experience of navigating professional life.

What is bipolar disorder?

Bipolar disorder (previously known as manic depression) is a mental health condition characterised by significant shifts in mood, energy and activity levels. These can include:

Manic or hypomanic episodes – periods of elevated mood, high energy, reduced need for sleep, racing thoughts, or impulsivity.

Depressive episodes – periods of low mood, fatigue, difficulty concentrating, and loss of motivation.

In some cases, psychotic symptoms.

There are different types of bipolar disorder, and no two individuals experience it in the same way. Causes are thought to involve a combination of genetic and environmental factors. Treatment typically includes prescribed medication and psychological therapies to help manage symptoms and support long-term wellbeing.

But definitions only go so far. What truly builds understanding is listening.

“No two people experience it the same way”

When I asked my friend what living with bipolar disorder looks like for her, particularly at work, she was clear:

“It is crucial to understand that no two people experience bipolar disorder in the same way. Some individuals are able to lead relatively stable lives, work full-time with certain adjustments, build relationships, and maintain a degree of consistency. Others may struggle significantly with daily functioning, including work responsibilities and maintaining relationships with family and friends.”

This variability is often overlooked. There is no single “bipolar experience.” The spectrum is wide and different assumptions can be harmful.

Managing wellbeing in the workplace

For my friend, medication has made a meaningful difference. However, stability does not mean uniformity.

“In my case, I am fortunate that bipolar disorder does not affect my life as severely as it can in other situations. Currently, with consistent prescribed medication, my mood swings have become less intense and more manageable. I am not always able to maintain a completely consistent pace, which is often what employers expect. Fluctuations in mood, energy and concentration can make it difficult to adhere to rigid, pre-defined schedules.”

This is where workplace culture becomes critical – rigid systems can unintentionally disadvantage people whose health involves variability. Flexibility, on the other hand, can unlock potential.

The power of simple adjustments

When asked what would make the biggest difference, her answer was simple:

“Greater flexibility from managers and employers would make a meaningful difference. Managing my wellbeing means being attentive to my limits and responding to them. This may involve flexible scheduling or working in a quieter environment.”

And perhaps most importantly:

“When someone communicates their needs, it is important to listen. Dismissing reasonable requests can undermine long-term collaboration and trust.”

Practical tips for employers for supporting employees with bipolar disorder (and similar conditions)

Creating a supportive workplace is a moral and strategic imperative. Inclusive environments retain talent, reduce absence and strengthen culture.

Here are practical ways employers can help:

Fosterpsychologicalsafety by encouraging open conversations about mental health, training managers to respond empathetically and without judgment and making it clear that disclosure will not lead to stigma or career disadvantage.
Offerflexibleworking arrangements, because consistency in output does not always require consistency in hours.

Flexible start and finish times

Hybrid or remote working options

Temporary adjustments during difficult periods

Focus onoutcomes,not the processes – measure performance by results rather than strict adherence to fixed working patterns where possible.
Providequiet orlow-stimulation spaces – manic or depressive episodes can affect concentration and sensory tolerance. Access to calm working environments can significantly improve productivity.
Encourageregular check-ins – supportive, structured check-ins allow early identification of challenges before they escalate.
Developclearand compassionate policies

Ensure sickness absence, performance management and reasonable adjustment policies reflect an understanding of fluctuating conditions.

Invest inmentalhealth training – equip leaders to recognise early signs of distress and respond appropriately.
Avoidassumptions– do not assume incapability during diagnosis or disclosure. Many individuals with bipolar disorder are highly skilled, creative and driven.

A Message for Organisations

World Bipolar Day is about more than awareness – it’s about action.

Living with bipolar disorder often requires immense resilience, self-awareness and strength. In the workplace, that strength should be met with understanding, not scepticism.

Small changes – flexibility, empathy, listening – can make the difference between someone merely surviving at work and genuinely thriving.

At Thrive Law, we believe inclusion is not an optional extra – it’s the foundation of sustainable, people-centred workplaces.

Today, let’s move beyond awareness and into accountability.

Because when we create environments where people feel safe to be open about their mental health, we do not just support individuals – we strengthen organisations as a whole.

Need support reviewing your policies or training your leaders and team?

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