How can Employers stop going to their go to Termination, and start Walking then Talk, with employess and Health and Wellness issuer

How can employers support their employee that may need help and need of treatment, maybe supportive intervention? knowing that person is a sound employee, could intervention recovery , more valuable verses just Termination? This does not seem to follow the Mission and Values of most companies, as it does not perverse the dignity of the employee, It is like the simple statement, Walk the Talk, Practice what I portray, preach. The Employee is a Person, managing health and Wellness symptoms daily, just requesting minor accommodations , that will ensure success. However , Termination of employees happens almost 90% of the time, in Human services field. It is becoming more and more from HR and Supervisors , to said employees "Do as I say not as do, "and then I'm sorry for Mental Health issue, hope you get help ..your a safety risk, so I have to Terminate your employment.( And the person could just be display a side effect from medication ,but never asked). Yup.. you all heard it. NEWS FLASH Employers : Mental Health and Wellness is NO Longer the Invisible disability. Its Real, its of value and with some open dialogue , minor accommodations may all that is needed, and it is a WIN WIN for all. P.S. I have a very real example of the derogatory and humiliation of being Terminate based on symptoms from Mental Health Wellness , in an upheaval moment., and They state they are supportive of the Mission? Thjat right Your Employee is a Person, come on catch with the Times.