During Phase 2 you can choose to what extent you inform your environment, and your work, about your recovery. For some it will be more extensive than for others. It really depends on the atmosphere and the dynamic in the group how open you can be about this.
My idea is that when you are open, there is space for empathy and that the people around you are given the space to think along with you. So, at first, I would take an open attitude. That doesn’t mean that you must tell everything right away, but if you’re a bit more open, it’s easier to start a conversation.
If the atmosphere at your work doesn’t allow that, then that’s a shame, but then I would make a different choice. Then I would be a bit more conservative regarding providing information.
I have always been quite open in my recovery. I spoke openly about my burn out with colleagues and no, I didn’t tell you everything, but I didn’t shy away from questions either. If colleagues wanted to know something, I answered honestly.
Afterwards I was told that it was experienced as pleasant. That my colleagues could think along in what was good and what was not good for me. That they felt they were being taken seriously.
You can cultivate understanding among your colleagues with an open attitude. Especially if they are not that familiar with a burn out, it makes sense to inform them. You give them the space and the confidence to deal with this.
1. Go by your feeling. If it feels unsafe, I would give limited disclosure
2. Maybe you can do this in a while, not right away
3. Also feel proud that you dare to share this (beyond the shame)
For the employer
If you, as an employer, respond to this employee with an open, non-judgmental attitude, he will feel good about it.
He will dare to be (more) open about what is going on inside him. This will increase confidence and thus promote recovery.