What Are Invisible Battles & Why Employers Must Understand Them

By Dagmarie Daniels — Life Coach & Wife of a Battle-Tested Veteran

Have you ever worked alongside someone without realizing the war they fight within, every single day?

Chances are, you have because not all struggles are visible.

As the wife of a battle-tested veteran, I see these invisible battles unfold daily. My husband lives with Post-Traumatic Stress Disorder (PTSD), social anxiety, and other mental health disorders. From the outside, you wouldn’t know — but internally, his mind is navigating triggers, fear, isolation, and emotional exhaustion.

And yet, when he entered the civilian workforce, no one asked, “How can we support you?”

 No one considered the mental burdens he carried.

The result? Misunderstandings, alienation, and a sense of invisibility pushed him away from opportunities where he could have thrived.

This experience isn't just personal — it's systemic. Workplaces are failing millions who battle silently — and they’re paying the price through turnover, disengagement, and lost talent.

What Are Invisible Battles?

Invisible battles are mental health challenges that affect a person’s wellbeing and performance but remain hidden from plain sight.

They include:

• Post-Traumatic Stress Disorder (PTSD)

• Social Anxiety & Generalized Anxiety Disorder

• Depression

• Bipolar Disorder

• Panic Disorders

• Grief and Unprocessed Trauma

• Mental fatigue and emotional exhaustion

These conditions often come with no external markers, yet profoundly impact focus, communication, confidence, and stamina.

Our Story: A Veteran's Struggles in the Civilian Workforce

When my husband transitioned from military life to the workplace, he carried with him discipline, integrity, and a fierce work ethic — but also PTSD and social anxiety.

Crowded spaces, loud noises, or sudden conflicts could trigger emotional shutdowns or anxiety spirals. Interpersonal interactions became landmines of stress. Yet, because he “looked fine,” his struggles were dismissed as attitude problems or poor team fit.

The lack of understanding and compassion from employers made it nearly impossible for him to feel safe or valued at work; as a result, like many veterans, he withdrew entirely.

I see this pattern not just with him, but with many clients I coach — civilians and veterans alike — who fight silent wars while meeting deadlines and attending meetings.

Why Employers Must Care About Invisible Battles

✅ The Benefits of Awareness

• Stronger Employee Retention: People stay where they feel seen and supported.

• Higher Productivity: When employees aren’t struggling with mental health issues, they can contribute fully.

• Healthier Workplace Culture: Compassion fosters trust and collaboration.

• Attractive Employer Branding: Companies that prioritize mental health attract top talent.

❌ The Costs of Ignorance

• High Turnover: Unseen struggles often lead to burnout and exits.

• Low Morale and Engagement: Employees disengage when their needs are ignored.

• Presenteeism: Workers physically attend work but are mentally absent.

• Toxic Culture: A lack of empathy creates division and resentment.

• Reputational Risks: Employers known for neglecting mental health lose credibility.

Step-by-Step Guide: How Employers Can Support Invisible Battles

✅ Step 1: Train Leadership on Mental Health Literacy

Educate managers to recognize signs of PTSD, anxiety, depression, and other conditions, and how these manifest in the workplace.

✅ Step 2: Normalize Conversations About Mental Health

Establish a supportive environment that allows team members to discuss their challenges without the worry of being judged or excluded.

✅ Step 3: Provide Access to Mental Health Resources

Offer confidential counseling services, mental health days, and employee support programs.

✅ Step 4: Build Flexibility Into Work Structures

Flexibility with work hours, remote options, and workloads helps accommodate days when mental health fluctuates.

✅ Step 5: Practice Compassionate Leadership

Leaders should model vulnerability, active listening, and empathy, because that sets the tone for the entire culture.

✅ Step 6: Implement Peer Support Programs

Create support networks for employees, especially veterans or those with mental health conditions, to foster community.

What Employees Wish You Knew

Employees don’t want to be pitied — they want respect, dignity, and understanding.

 They want to know it’s okay to ask for what they need without risking their careers.

My husband, like many veterans, doesn’t want sympathy — he wants an environment that acknowledges his invisible battles and equips him to succeed despite them.

Why This Matters

Ignoring invisible battles doesn’t just hurt the employee — it weakens the entire organization.

 In today’s world, where mental health crises are rising, supporting mental wellbeing is not optional — it’s strategic.

If employers want committed, innovative, and resilient teams, they must create workplaces where the unseen is acknowledged, supported, and accommodated.

✅ Call to Action

👉 If you’re an employer or leader: Start assessing your mental health policies. Ask yourself: “Are we equipped to support the invisible battles our people are facing?”

👉 If you’re an employee: Advocate for yourself. Start the conversation. Share this blog with your HR department.

👉 Join the Beyond Invisible Battles Movement:

 We’re building trauma-informed, mental health-forward workplaces for veterans, caregivers, and employees living with invisible battles.

🔗 Visit Beyond Invisibles Battles: | Way Of The Wise Owl for:

• Free resources

• Leadership training on mental health support

• Community connections

Together, we can make the invisible visible — and create truly inclusive workplaces. What’s the most challenging part of asking for support at work?