You’ve probably worked with someone living with depression—maybe even sitting next to them every day—and never realised it. That’s the nature of high-functioning depression. It doesn’t always look like tears or a breakdown. More often, it looks like quiet withdrawal, late emails, overachievement, or a teammate “who’s just a bit off lately.”
This is where the iceberg effect comes in: we often only see the surface behaviours, not the emotional weight hidden beneath.
Let’s unpack what this means in the workplace, why it matters, and how you—as a manager, colleague, or business leader—can help create a safer, more compassionate work culture.
What Is the Iceberg Effect?
The iceberg model is often used in psychology to explain what we see vs what’s actually going on.
Above the surface: tiredness, missed meetings, shorter emails, reduced eye contact, a few sick days.
Below the surface: hopelessness, guilt, poor sleep, panic attacks, physical pain, suicidal thoughts, or just the daily exhaustion of pretending everything’s okay.
Someone who is functioning well at work may still be experiencing significant depression symptoms beneath the surface.
Signs of Hidden Depression at Work
People with depression often put immense effort into appearing “fine.” But there are subtle patterns you can watch for:
- A sudden dip in motivation or quality of work
- Increased isolation or silence in meetings
- Saying “I’m just tired” all the time
- Irritability or emotional reactivity out of character
- Withdrawing from social activities or lunch breaks
- Chronic physical complaints (headaches, fatigue, back pain)
These may seem small—but they could be indicators of functional depression, where someone is still performing, but struggling significantly inside.
The Mental Load of "Holding It Together"
Functional depression is especially common among high performers, carers, and loyal team players. These individuals often feel a deep pressure to “cope”, especially if they are seen as the “strong one” at home or work.
They might be showing up every day—but spending hours masking distress, overcompensating, or avoiding connection because they fear being “found out” or judged.
This invisible effort is exhausting—and left unaddressed, it can lead to burnout, self-isolation, or crisis.
Why Your "Most Reliable" Employees Might Be Carrying the Heaviest Loads
It’s easy to assume someone who’s “on top of things” is okay. But mental health doesn’t always impact performance first. In fact, some people pour more into work when they’re struggling, because it gives them structure or control.
At Acorn EAP, we often hear phrases like:
- “I didn’t want to let anyone down.”
- “Work was the one place I still felt needed.”
- “No one at work would have guessed. I wore the mask well.”
This is why it’s essential not to equate reliability with wellbeing.
What Employers and Colleagues Can Do
Here’s how to support team members who may be living with hidden depression:
- Normalise conversations about mental health. Use inclusive language in emails, meetings, and team training. Make it clear that mental health is just as valid as physical health.
- Understand the physical toll of depression. From nausea and muscle pain to disrupted sleep, depression can manifest physically. Don’t dismiss repeated sick days or vague health complaints.
- Offer flexible options without judgement. If someone needs a quieter space, later start time, or time off—they shouldn’t have to “prove” they’re unwell.
- Encourage use of EAP services. Many employees don’t realise they have free, confidential counselling available through their workplace. Remind them gently—and often—that it’s there.
- Train managers to recognise and respond. Invest in mental health awareness training so managers don’t miss early signs—or accidentally say the wrong thing.
Why This Matters More Than Ever
According to The Black Dog Institute, 1 in 5 Australians experience mental illness each year. Depression is one of the leading causes of workplace absenteeism and reduced productivity.
But it’s not just about performance. It’s about people.
When workplaces create space for vulnerability, they also create space for:
- Retention of loyal staff
- Early intervention and recovery
- Lower rates of burnout and disengagement
- A healthier, more connected team
Final Thoughts
What we see in the workplace is often just the tip of the iceberg.
Beneath the surface, many people are doing their best to cope with pain, pressure, or depression they don’t feel safe sharing. As a leader or colleague, your willingness to notice, ask, and respond with empathy could be the moment that changes—or even saves—someone’s life.
You don’t need to have all the answers. But you do need to be open, human, and present.
For more support, training, or to access EAP services for your team, connect with Acorn EAP today.
