Managing Panic Attacks at Work: Practical Strategies for Leaders and Employees

Jonathan H. Westover, PhD
Jan 27
5 min read

Updated: Feb 8

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Abstract: The article explores strategies for managing panic attacks in the workplace, informed by research. It first provides an overview of what constitutes a panic attack and how to recognize the symptoms. It then outlines coping techniques for individuals experiencing an attack, such as deep breathing, muscle relaxation, and self-talk. The article also discusses the role of leaders in accommodating employees with panic disorders through confidentiality, flexible schedules, and open communication. Additionally, it highlights how coworkers can provide support by checking in, offering calming aids, and shielding the individual from disruption. Lastly, the article recommends that employers establish comprehensive support systems, including mental health education, designated allies, benefits, and anti-stigma policies, to cultivate a workplace environment that prioritizes mental wellness alongside performance. Overall, the article emphasizes the importance of implementing evidence-based strategies to manage panic attacks respectfully and effectively, benefiting both employers and employees.

While most perceive their place of employment as a location for productivity and success, for some it can also be a source of stress, anxiety, and even panic. Unfortunately, mental health issues do not discriminate and can affect anyone regardless of their role or responsibilities. For leaders and coworkers, it is important to be educated on how to support those experiencing a panic attack so work continues with minimal disruption while showing empathy and care for individual well-being.

Today we will explore strategies informed by research for managing panic attacks respectfully and effectively whether one is having an episode or assisting others.

Understanding Panic Attacks

Before diving into management approaches, it is helpful to briefly understand what constitutes a panic attack. Research defines panic attacks as sudden periods of intense fear accompanied by physical symptoms that may include chest pain, heart palpitations, shortness of breath, dizziness or abdominal distress (American Psychiatric Association, 2013). They often arise due to a history of panic disorder or are triggered by specific situations and can cause severe distress. Though alarming, they are not medically dangerous and usually only last 10 minutes at most (National Institute of Mental Health, 2022). Recognizing this can help both those experiencing and witnessing an episode stay calm.

For the Individual: Coping Techniques

If one feels a panic attack coming on while at work, there are some tried and tested strategies to manage symptoms based on cognitive behavioral therapy principles:

Deep breathing: Focusing on slow, deep breaths from the diaphragm can counteract the fight-or-flight response and has physiological calming effects (National Alliance on Mental Illness, 2022).
Muscle relaxation: Tensing then relaxing different muscle groups like the hands, shoulders, and face while breathing helps release tension that exacerbates physical sensations (Anxiety and Depression Association of America, 2022).
Distraction: Shifting attention away from thoughts and bodily triggers toward calming imagery, counting, or repetitive tasks like tapping fingers can reroute panic’s hold (American Psychiatric Association, 2013).
Self-talk: Challenging anxious thoughts like “I’m having a heart attack” with rational responses grounded in past experience of attacks passing can short-circuit escalation (Mayo Clinic, 2021).
Social support: Reaching out to trusted coworkers for reassurance, or even just company, while riding out symptoms fosters coping better than isolating (National Institute of Mental Health, 2022).

For Leaders: Accommodating the Individual

As panic disorders often persist for years, leaders should establish supportive policies for all types of health conditions including mental illness:

Maintain confidentiality: Discuss attacks privately to avoid potential stigma or privacy violations (Society for Human Resource Management, 2022).
Allow recovery time: Have impacted employees step away briefly, even up to an hour if needed, to practice coping techniques without fear of reprimand (Anthropic, 2020).
Provide flexible schedules: Permit making up time later in the day or week for appointments with mental healthcare providers (Anthropic, 2020).
Facilitate open communication: Ensure employees feel comfortable reporting limitations and requesting assistance without perceived negatives to their career (Cleary et al., 2018).
Coordinate backup plans: For critical deadlines, cross-train colleagues who can absorb some duties if needed to ease pressure (Society for Human Resource Management, 2022).
Promote mental wellness: Champion company-wide initiatives that normalize discussing mental health and its management (Anthropic, 2020).

For Coworkers: Being Supportive

When witnessing a coworker experiencing a panic attack, peers can help in reassuring yet non-intrusive ways:

Check in privately: Ask calmly if they need anything but give space if they prefer to cope alone initially (Anxiety and Depression Association of America, 2022).
Offer calming aids: Suggest approved coping techniques or bring water if agreed upon (National Alliance on Mental Illness, 2022).
Monitor discretely: Check in periodically without crowding to ensure safety but allow independent recovery (National Institute of Mental Health, 2022).
Shield from disruption: Act as a buffer so the individual faces minimal additional stressors from others or tasks (Anthropic, 2020).
Reassure limits: Clarify to curious onlookers that panic attacks pose no true medical threat to redirect sensation-focused questions (American Psychiatric Association, 2013).
Show understanding: Communicate that temporary adjustments are made willingly to support their well-being with no judgment on work performance (Vivian et al., 2020).

For Employers: Establishing Support Systems

Beyond individual episodes, employers can implement comprehensive initiatives to cultivate an optimally productive yet compassionate environment:

Provide mental health education: Train all employees on recognizing signs, engaging supportively during attacks, and available confidential assistance resources (Wills & Holmes-Rovner, 2006).
Designate mental health allies: Choose volunteers across departments who undergo extra training to guide coworkers toward help discreetly during attacks or other issues (Vivian et al., 2020).
Supply mental health benefits: Offer health coverage including counseling sessions and medication to help treat underlying conditions effectively (Anthropic, 2020).
Connect to community services: Partner with local non-profit programs that provide consultation to help employees access counseling on a sliding scale if uninsured (Wills & Holmes-Rovner, 2006).
Uphold anti-stigma policies: Enforce zero-tolerance for any discrimination, bullying, or harassment targeted at those with mental health differences (Cleary et al., 2018).

Conclusion

Through a combination of individual coping techniques, organizational support policies, leadership accommodation, coworker compassion, employer-sponsored initiatives and continual community partnership, workplaces can become environments that both maximize performance and actively foster mental wellness for all. With open discussion and application of evidence-based strategies, panic attacks and other challenges need not disrupt productivity or careers when handled respectfully. Overall, prioritizing mental health benefits employers and employees alike through increased engagement, retention, reduced absenteeism and presenteeism, as well as an inclusive culture where people of all abilities feel empowered to achieve their full potential.

References

American Psychiatric Association. (2013). Diagnostic and statistical manual of mental disorders (5th ed.).
Anthropic. (2020, January 21). How to support employees with mental health issues in the workplace.
Anxiety and Depression Association of America. (2022). Coping with panic attacks.
Cleary, M., Horsfall, J., & Jackson, D. (2018). Common attributes and distinguishing features of mental health stigmatizing behaviours. Issues in Mental Health Nursing, 40(3), 194-200.
Mayo Clinic. (2021, March 3). Panic attacks - Symptoms and causes.
National Alliance on Mental Illness. (2022). 5 tips for coping with a panic attack. https://www.nami.org/Blogs/NAMI-
National Institute of Mental Health. (2022, February). Panic disorder. https://www.nimh.nih.gov/health/topics/panic-disorder
Society for Human Resource Management. (2022, February 9). Managing mental health conditions in the workplace.
Vivian, A., Luscombe, G., Nicholas, C., & Caude, K. (2020). De-stigmatising mental illness in the workplace through training and advocacy initiatives. International Journal of Workplace Health Management, 13(5), 391-407.
Wills, T. A., & Holmes-Rovner, M. (2006). Pragmatic health promotion interventions: Definitions and examples. Health Psychology, 25(4), 465-473.

Jonathan H. Westover, PhD is Chief Academic & Learning Officer (HCI Academy); Chair/Professor, Organizational Leadership (UVU); OD Consultant (Human Capital Innovations). Read Jonathan Westover's executive profile here.

Suggested Citation: Westover, J. H. (2025). Managing Panic Attacks at Work: Practical Strategies for Leaders and Employees. Human Capital Leadership Review, 17(2). doi.org/10.70175/hclreview.2020.17.2.10