In modern society, there is still a stigma regarding people with mental problems who, due to their characteristics, are discriminated against and deprived of the opportunity to develop professionally in a certain field. Attracting young people with mental health problems as a workforce is one of the hallmarks of advanced economies and societies. A major role is played by employers who, in parallel with creating jobs and contributing to the national economic activity, also perform social functions. Realizing the benefits of attracting and socializing youth with mental problems is one of the prerequisites for their successful business. In this line of thinking, regardless of whether they are in the private or public sector, the following benefits and highlights can be presented to employers in Bulgaria to stimulate them to attract young people with mental problems:

Young people with mental health problems have a positive attitude towards work.  The presence of mental health problems can seriously limit career achievements, as employers are less inclined to hire people with mental health problems in prestigious positions. They are often underestimated and appointed to low positions, being assigned work inconsistent with their personal and professional qualities and interests. However, if they are assigned to a job that fully utilizes their skills and is sufficiently varied and supportive, they perceive it as part of their social psyche – they follow the internal rules and set deadlines as well as prescriptions.

Young people with mental health problems have significantly fewer demands on the remuneration they receive. The reason for this is that they value social benefits much more highly than direct material rewards. The given opportunity for socialization is valued far higher than the direct remuneration, which in turn reduces the costs for the employer.

Employers of people with mental problems have greater prestige in society, and enjoy greater trust among state institutions and public organizations. The inclusion of an employee with mental health problems contributes to the good name of the organization. In this way, it sets an example for other companies in terms of combating the stigma and discrimination of such persons in modern society. Employers often receive special prestigious awards and recognitions for the number of attracted representatives of the group of young people with mental problems.

Young people with mental health problems often develop some compensatory qualities and skills.

Employers who hire young people with mental health problems experience significantly fewer turnover problems.

The inclusion of an employee with mental problems brings its benefits, but at the same time, the employer must create a system of special measures to overcome the feeling of professional deficiency and complete socialization of young people with mental problems and difficulties. The goal is to achieve optimal working capacity and professional comfort, which are in the interest of both parties. This brings inevitable difficulties for the employer and the organization he manages. The main difficulties in attracting young people with mental health problems that can be identified are:

The need to develop a special approach to young people affected by mental problems. The process of socialization in the workforce has its aggravating parameters, requiring not only patience but also serious efforts to perceive the psychological and behavioural specifics of the given youth with mental problems. It is necessary for the employer to work with the rest of the workforce in order to overcome any prejudices. A discussion with the organization’s employees and managers may be necessary to reduce prejudice against such employees. The elimination of negative feelings such as intolerance and especially hate speech is particularly important. In this regard, it is advisable to have a psychologist appointed.
The probability is that young people with mental problems will experience difficulties in realizing the set tasks and goals on time. If it is determined that mental difficulties may prevent the performance of the given task or part of its components, it is important that employers have additional technical means to facilitate the performance of the specific task or the possibility of granting additional time for its finalization.

It is important for employers, faced with the question of whether to attract employees with mental health problems to the company, to remember that they are willing and able to work and with an appropriate organizational structure and an approach relevant to their specifics, they guarantee a loyal attitude towards the organization.