By Russ Tabaka, Gilbank Construction, Inc.
Have we solved the mental health crisis in construction? Take a look around the state of Wisconsin and it appears that we are back to being one of the top states in the country for building and development. At the time of this blog post (July of 2026) I have seen 10 tower cranes high above the City of Madison, there are at least 3 new data center possibilities across the state and new home building steadily climbing since 2023 (see https://spectrumnews1.com/wi/milwaukee/news/2026/06/08/wisconsin-builders-material-costs-new-homes-zoning-). So again I ask, have we solved for mental health? With the state in what appears to be a building boom wouldn’t it make sense that workers have all the opportunities to make a great working wage and grow in their careers?
The unfortunate answer is that we still struggle with recognizing the clear signs of distress. Our co-workers and employees face tough pressures mentally, even in the economic boom times. Our companies need to watch, in all seasons, to be sure our teams are strong mentally and physically.
Reasonable Suspicion Policies
It is very common for top performing safety programs to have a reasonable suspicion policy. Reasonable suspicion programs are typically implemented as a means of recognizing drug and alcohol impairment in workers and preventing those impaired from accident potential to themselves and those around them on a construction site.
Mental health goes to a level deeper. Some cases may not have any drugs or alcohol involved at all. There are times when a death in a family, loss of a home or cases of divorce can make anyone just as impaired as a six pack at lunch. Often times these sorts of scenarios come to light in the field through conversation and are not specifically an ask for help. It’s important to treat these cases gently while also encouraging professional help to affected employees. Many companies have employee assistance programs to allow workers professional aid during troubling times. Crisis services in Wisconsin is always available by dialing 988 in both emergency and non-emergency situations (https://www.dhs.wisconsin.gov/crisis/988.htm).
Staff Responsibilities
Some details to keep in mind are the roles and responsibilities of staff when it comes to helping workers. From the field, a supervisor may notice the behavior and check in on the worker. It is important to not ignore the signs of a coworker’s lack of patience, shortened attention span and tardiness. Sometimes all it takes is a simple “how ya doing?” and taking 10 minutes to really hear someone out to give a co-worker a sense of belonging in a tough situation. In elevated cases these should be documented from the field supervisor to HR and safety professional staff. Safety managers can help to brainstorm ideas to keep that worker safe. This is similar to other back to work standards that avoid having a worker handle heavy equipment at a time when they are distracted. HR staff can properly and legally document the situation and assist in getting the worker the EAP details needed for help.
Remember that reasonable suspicion is more than just recognizing intoxication. It’s also about caring for our people and promoting a culture that reflects the importance of long term success for everyone in the organization. As we look at a potential construction boom, it is important we have the right programs and culture in place to meet the demands on our workforce.
