Mental health in

the workplace
Understanding its importance
and the resources available to
tackle this complex issue

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Introduction Canadians spend more waking hours
at work than anywhere else. The
and purpose workplace plays a significant role in
an individual’s life, influencing and
shaping overall health and wellness.
The importance of physical health
and safety in the workplace has
largely been accepted and integrated
into the organizational culture of the
business community. However, work
also impacts mental and psychological
health and safety. On one hand, the
workplace can contribute to and
enhance mental health and well-
being by providing employees with
a sense of purpose, allowing them to
be productive while reaching their
potential. Yet, studies show excessive
workplace stress negatively impacts
the mental well-being of individual
employees. Poor employee mental
health negatively affects business costs,
the workplace environment, and overall
productivity, impacting employers and
the broader economy. With employee
health and well-being, business
success and economic growth at stake,
multiple organizations, governments,
and employers recognize the need to
protect and promote employee mental
health and well-being in the workplace.
The purpose of this report is twofold.
First, it aims to bring awareness to the
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issue of mental health in the workplace
and present the business case for
investing in actions to protect and
promote workplace mental health. It
calls on the business community to take
needed action on the issue of mental
health protection and promotion in the
workplace.
Second, the report focuses on exploring
solutions and tangible actions that
businesses can adopt and implement
in their unique organizations. To tackle
workplace mental health problems
and create work environments
that promote mental well-being,
businesses and employers need
practical and effective solutions. There
are numerous resources available to
support such efforts which span from
individual products to guidelines
that tackle different aspects of
the complex problem, and vary in
comprehensiveness.
A “workplace mental health resource
matrix” is also presented to provide
a convenient and accessible one-stop
list of the various types of resources
available to guide and support
employers as they pursue workplace
mental health solutions. It is a
consolidated and representative sample
of the types of resources employers can
access and implement in the workplace.
Additionally, the report highlights key
considerations that businesses must
account for as they implement mental
health solutions. Employers should
be aware of success factors while they
develop a unique workplace strategy to
ensure they are accounted for in their
solutions.
Defining the problem Protecting and promoting employee
mental health in the workplace is
an area of increasing concern for
businesses. Data demonstrates that the
prevalence of mental health concerns
in the workplace is increasing along
with associated costs. This section of
the report will highlight research and
data on workplace mental health that
illustrate the impact of mental health
issues on individual businesses and the
economy.
The Mental Health Commission of
Canada (MHCC) cites a number
of statistics that provide a better
understanding of the prevalence and
extent of workplace mental health
concerns. One in five Canadians will
experience a mental health problem or
illness in any given year. Approximately
500,000 Canadians a quarter of the Canadian working
population is currently affected by
miss work each day mental health problems or illnesses.
Furthermore, adults in their early and
because of mental prime working years are among the
hardest hit by mental wellness concerns.
health problems or The MHCC reports that more than
500,000 Canadians miss work each day
illness. because of mental health problems or
illness. With mental ill-health being so
prevalent in the workforce, employers
must be informed and prepared to
address the issue to prevent direct and
indirect losses to the organization and
economy.
Mental well-being in the workplace
can be compromised in many ways
including stress-related burnout,
exhaustion, anxiety, depression, and
addictions. The work environment
can trigger and exasperate symptoms
of these problems. Although mental
health issues manifest differently
across individuals, they tend to have
significant impacts on the individual’s
performance at work. Employees
suffering from any form of mental ill-
health display changes in behaviour
such as prolonged periods of arriving
late, missing work (absenteeism) or
deadlines, repeated accidents at work,
feeling tired, presenteeism (coming
to work but being less that fully
productive), not taking breaks, being
socially isolated, showing sustained
anger, and/or leaving the workforce
altogether. The loss of employees to
mental health problems compromises
the human capital available to
employers and results in organizations
being forced to function effectively
without the full contributions of
talented employees.
The University of Toronto Center for
Addiction and Mental Health estimates
the total cost of diagnosed and
undiagnosed mental health problems
in Canada is $51 billion per year. The
MHCC estimates that the total losses
to workplaces across Canada are close
to $20 billion a year. Close to 30 percent
of short and long-term disability claims
in Canada are attributed to mental
health problems and illnesses, making
it the most common cause of claims.
Seventy percent of disability costs are
attributed to mental health problems
and illnesses.
Although these numbers may portray
a rather bleak situation, business
leaders and employers are in a position
to adopt changes and actions that
will make significant contributions to
improving mental health outcomes
within their workplaces and in the
communities employees reside in. As
a key contributor to mental health
and a place where mental health
symptoms can play out, employers hold
an impactful role in fostering mentally
healthy workplaces.
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The Business case for Motivating organizations to invest in
workplace mental health programs
addressing mental requires a conversation about why
health in the workplace employers should care about employee
mental health and take action to
maintain psychologically healthy
workplaces. The data on prevalence
and cost allude to the types of benefits
employers will see by investing in
workplace mental health. There is a
compelling case for ensuring mental
health is protected and promoted
in the workplace because it is cost-
effective and has the potential to
boost productivity and reduce various
escalating costs, both of which will
contribute to increasing businesses’
bottom lines.
First, not only do the symptoms of
mental health problems compromise
an organization’s workforce by limiting
performance of impacted employees,
The annual but the combined symptoms hinder
overall productivity. The MHCC
productivity impact quantified the impact on the economy
of reduced productivity associated with
of mental illness in mental illness. Using lost workdays
and underperformance due to illness,
the workplace is the annual productivity impact of
mental illness in the workplace is
estimated to have estimated to have caused losses of
over $6.4 billion in 2011. This indicates
caused losses of that mentally healthy workplaces
will benefit the bottom line of
over $6.4 billion in businesses through higher employee
commitment and motivation, reduced
2011. absenteeism, reduced presenteeism
and corresponding increases in
productivity.
Second, as mentioned previously,
the total losses to workplaces across
Canada from mental health problems is
estimated to be $20 billion a year. The
MHCC estimates that between $3 and
$11 billion of these costs can be saved
if mental problems stemming from
employer negligence, recklessness, or
intentional acts are prevented.
Third, mental health problems and
illnesses are rated one of the top
three drivers of both short and long-
term disability claims by more than
80 percent of Canadian employers.
According to the Canadian Mental
4
Health Association, disability claims
alone can be responsible for up to 12%
of overall payroll costs. These costs
can be reduced through preventative
and promotional programs in the
workplace.
It is important employers recognize the
opportunity-cost of allowing mental
health problems to go unaddressed
in the workplace. Adding programs
may require upfront investment, but
there are long-term organizational and
financial benefits that can be achieved.
There may still be concerns, however,
over whether mental health programs
will translate into real reductions in
costs. Studies in other jurisdictions
demonstrate that there is indeed
substantial return on investment (ROI)
from mental health solutions of various
types.
Australia’s Mentally Healthy Workplace
Alliance’s “Creating a Mentally Healthy
Workplace” estimated the ROI for
employers investing in a mentally
healthy workplace. The key finding is
that through successful implementation
of an action to create a mentally healthy
workplace, organizations received an
average positive ROI of 2.3. This means
for every dollar spent on successfully
implementing an action, there is an
average $2.30 in benefits to be gained
by the organization. These benefits take
the form of improved productivity due
to reduced absenteeism, presenteeism
and compensation claims.
Similar ROI analyses have been
conducted in the United Kingdom.
The UK National Institute for Health
and Clinical Excellence estimates
improving the management of mental
health in the workplace, including
prevention, early action to combat
stress, and early identification of
problems could decrease losses to
productivity by as much as 30%. This
results in an annual savings of $397 713
in an organization of 1000 employees.
Resources The resources available to assist
employers in implementing solutions
that create psychologically healthy and
safe workplaces are vast. To present
these various programs, products,
guides, and services, a matrix has
been designed. These resources can
be grouped into three sections. The
matrix is divided into these three
sections, under which the resources are
identified. The first section provides
a look at the products, programs,
and services available online and in-
person through various organizations,
including non-profit groups and
insurance companies. These resources
range from one-time interventions to
a collaborative process of developing
strategies with an expert. The second
section highlights recent reports
on best practices and guides from
government sources and non-profit
organizations. This set of resources
does not actually offer specific
products or programs, but enables
employers to independently develop a
strategy to address mental health and
seek out additional resources if they
choose. Third, the national standards,
are a more formalized version of the
reports and guides on best practices,
and represent a major milestone in how
mental health issues in the workplace
are addressed.
It is important to note that the matrix
is not an exhaustive list of all the
resources that exist for employers.
Rather, the resources in the matrix
are presented because they are an
accurate representative sample of
what employers can utilize to address
mental health issues in the workplace.
This matrix is designed to allow
employers to compare and contrast
different resources, as well as become
familiar with various types of resources
available using a simple matrix.
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Matrix of resources
Section 1: Products, programs and services
Resource Description Goals Price
Addictions and Mental Offers treatment services through a network of Provide assistance to employers dealing with a Depends on needs of
Health Workplace Services offices, facilities and funded services. Services workplace mental health concern or incident employer and service
include a toll-free helpline, detoxification, that needs to be resolved. used.
Alberta Health Services outpatient counselling, opioid dependency
programs and residential treatment. They have
AlbertaHealthServices.ca counsellors with specific training in workplace
issues. This allows them to meet the needs of
employees and supervisors and to respond readily
to business community referrals.

Breathing Room An 8-module online program to build resilience.
Uses videos, stories, and simple tools. Interested
The Canadian Institute of participants register before accessing the modules.
Natural and Integrative This product is not specifically marketed to
Medicine employers for the workplace, it is primarily for
Mount Royal University; however, employers can
CINIM.org offer it to staff.
Modules aim to provide ideas, new ways of There is a cost
looking at life, and coping strategies. It is applied after
designed to make visitors feel better and cope reaching out for
better with pressures. If offered to employees, access.
it functions as a resource to promote overall
mental wellness.

E-Course on Stress A brief online module, designed for anyone and Aims to help individuals better recognize stress Available online for
Management in the everyone in the workplace. in themselves and others and provide tangible free.
workplace strategies to effectively address stress in the
workplace.
Canadian Mental Health
Association– Calgary
Region

Calgary.CMHA.ca

Employee and Family Various insurance providers offer an employee Provide accessible and comprehensive Depends on
Assistance Programs and family assistance program that provides resources in the workplace to address mental insurance company.
employees and their family members with health concerns.
Various insurance confidential, professional help to deal with
companies, including Blue personal problems. Employers should promote the
Cross, Shepell-fgi program and encourage early use.

Guarding Minds at Work Provides a comprehensive set of resources Increase employer access to useful tools and All materials online,
to protect and promote psychological health resources and build capacity in employers free of charge.
Great-West Life Center and safety in the workplace. Resources allow to design a comprehensive strategy and
for Mental Health in the employers to effectively assess and address the implement it in the workplace.
Workplace 13 psychosocial factors known to have a powerful
impact on organizational health, the health of
GuardingMindsAtWork.ca individual employees, and the financial bottom
line. GM@W was developed by researchers
from the Center for Applied Research in Mental
Health and Addiction (CARMHA) on the basis of
extensive research.
Managing Mental Health in A three-part online learning series for managers. Equip managers with the skills, knowledge, and $125
the Workplace Includes interactive video, expert instruction techniques required to effectively deal with
throughout the course, and the ability to pause, go mental health concerns while also promoting
The Canadian Mental back and review, and fast forward. Participants can and protecting mental health to develop a
Health Association and watch the series as many times they like for three positive work environment.
ScholarLab - Ontario months.

CMHA.ScholarLab.ca

Mental Health at Work Serves as a roadmap for organizations in any The framework aims to encourage, support, $495
Framework sector that are implementing mental health and implement exemplary mental health- (non-member)
programs. The package includes the licensing related programs in the workplace.
Excellence Canada agreement, the criteria, implementation guide,
and assessment worksheets. There is a recognition
NQI.ca component through the Canada Awards for
Excellence Program.

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Resource Description Goals Price
Mental Health @ Work The first university certified workplace mental Program aims to teach leadership skills in Pricing is through
Training Program health training program aligned with the managing performance and promoting a Morneau Shepell and
National Standard. It is available for all Canadian mentally healthy workplace. varies.
Morneau Shepell, Bell workplaces through HR firm Morneau Shepell
Canada, and Faculty of Participants receive a certificate from Queen’s
Health Sciences at Queen’s University upon completion of the training and
University exams.

ShepellFGI.com

Mental Health First Aid This is a 12 hour training course to teach staff Aims to teach a “first-aid” like response to Session in Calgary
how to identify signs and provide initial help mental health concerns for a broad range of (Nov 2014) is $300
Mental Health Commission to colleagues facing mental health problems or individuals while also reducing the stigma of per person.
of Canada crises. mental illness by ensuring knowledge of what
mental illness is and that people struggling
MentalHealthFirstAid.ca need help.

Mental Health Works A nationally available program that offers a variety
of products and services. Suite of products include:
The Canadian Mental online resource called Employer Fundamentals,
Health Association workshops, products (DVDs, posters), online
learning, custom solutions, consulting services,
MentalHealthWorks.ca and events.
Aims to build capacity within Canadian Charges vary by
workplaces to effectively address the product (some are
many issues related to mental health in available free of
the workplace. Focuses on three central charge).
areas: organizational culture, occupational
psychological health and safety, mental health
practices.

Not Myself Today Mental An awareness-style campaign providing Aims to engage and educate employees on the Ranges from $500 to
Health Campaign and resources and recognition to support employer issue of mental health in the workplace and $25,000 according
Toolkit commitment to prioritizing employee mental reduce stigma. to size.
health. The campaign ran April 2- May 9, 2014.
Partners for Mental Health Toolkit includes a resource guide, six engagement
activities, five case studies, posters, wall decals,
NotMyselfToday.ca mood buttons and stickers, conversation starter
cards and facts and resource sheets.

Program Steps Online resource outlines 5 steps needed for an Aims to develop capacity and knowledge Free
effective mental health program, with links to for management designing a mental health
The Canadian Mental services and products that can support each step. program for their workplace.
Health Association –
Calgary Region

Calgary.CMHA.ca

Mental Health in the Sun Life offers a team of experts and resources, Aims to train front-line managers to recognize Depends on the
Workplace products and services to help manage mental mental health issues, help improve mental services utilized.
health issues in a workplace. Included are various health literacy and reduce stigma, provide
Sun Life Financial programs and resources. solutions for building healthy workplace
culture, and help employees who are frequently
SunLife.ca absent or on disability back to health and work.

Workplace Strategies for A website providing free, practical ideas, tools, Aims to teach all individuals in a work All materials online,
Mental Health and resources to help with the prevention, environment (employees, management, free of charge.
intervention, and management of workplace leadership) to recognize and manage mental
Great-West Life Center mental health issues. Includes a series of videos health issues in themselves and others. Also
for Mental Health in the education, tools, and training to help managers supports managers, supervisors, and leadership
Workplace and leadership, and guides to aid employees in starting the conversation around mental
returning to work. health in the workplace.
WorkplaceStrategiesFor
MentalHealth.com

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Section 2: Reports on best practices and guides
Resource
Psychological Health and Safety: An Action
Guide for Employers (2012)
Mental Health Commission of Canada
MentalHealthCommission.ca
Psychologically Healthy Workplaces:
Improving Bottom Line Results and
Employee Psychological Well-Being (2012)
The Vancouver Board of Trade
BoardOfTrade.com
Building Mentally Healthy Workplaces:
Perspectives of Canadian Workers and
Front-Line Managers (2011)
Conference Board of Canada: Human
Resource Management
ConferenceBoard.ca
Section 2a: Guides and links for small business
Creating healthy workplaces is particularly challenging for small and medium sized businesses. They have a unique dynamic
not always captured in guides and resources more broadly available. Although there are few Canadian resources available for
small and medium sized business, Australia has taken the lead on ensuring small and medium sized businesses have the capacity
to address mental health.
Resource
Small Businesses webpage and online
brochure
Heads Up (Australia)
HeadsUp.org.au
Business in Mind Resource Kit
Heads Up (Australia)
HeadsUp.org.au
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Description
The guide can be used at any stage of developing a mental health
strategy, providing a logical approach to moving forward, and
can be used by any organization. The guide is structured to walk
employers through the steps of planning and implementing
workplace interventions and initiatives to create a comprehensive
strategy. The guide articulates a process for integrated
change called the “P6 Framework”. The P6 Framework is a
comprehensive implementation model and describes the change
process in terms of six components: policy, planning, promotion,
prevention, process, and persistence. Under each of these
components of the framework, three actions are listed.
The report highlights resources available for member use,
including access to resources and practical training through the
resource link online and by hosting workshops. After outlining
the case for why employers should address mental health issues,
the report summarizes issues, obstacles, and approaches to
overcome them. Generalized solutions are outlined to address the
issues of: stigma and discrimination, education and training, and
organizational culture.
This report represents the perspective of Canadian workers on
their mental well-being in the workplace in 2011. It outlines a
wide range of issues relevant to mental health in the workplace,
highlighting the challenges faced by employees with mental health
issues and provides insight on how employers can best support
their employees to ensure psychological health and safety. The
majority of the chapters in the report present the findings of the
survey on employee perspectives and outlines the role of various
stakeholders in supporting mental health in the workplace.
Description
The organization provides ten tips specifically designed for small
business owners that will contribute to developing a healthy
workplace. The tips offered are simple yet effective actions that
are cost-effective. The tips provided are suggestions that can
be adopted, but action is not limited just to the ten provided. In
addition to the tips, the organization provides specific action and
resources available to help implement the action effectively.
An online resource kit for small to medium businesses. The
Business in Mind Resource Kit includes a DVD and other materials
On the Business in Mind website, there is a sample of the full DVD.
The resource kit is available online for employers to access.
Goals
Aim of the guide is to create a
psychologically healthy workplace in
a manner that furthers the goals of the
organization through an employer-
developed strategy.
The report aims to provide workplace
leaders with information to approach
issues related to mental health and to
create and sustain healthy and safe
workplaces. This report is likely most
useful for employers just learning about
the issue, requiring background and
exposure to understanding the nuances
of the topic and resources.
This report plays an educational and
informational role for employers seeking
to understand the perspectives of
employees on mental health issues in the
workplace. It builds employer capacity
and knowledge to comprehensively
deal with mental health issues while
incorporating the views of employees.
Goals
The aim of the webpage is to help small
businesses create mentally healthy
workplaces.
The toolkit is created specifically to help
smaller organizations implement mental
health programs.
Section 3: National Standard of Canada for Psychological Health and Safety
in the Workplace (“The National Standards”)
Resource
National Standard of Canada for
Psychological Health and Safety in the
Workplace
Developed in conjunction with the
Mental Health Commission of Canada,
Canadian Standards Association (CSA
Group) and the Bureau de normalization
du Quebec (BNQ).
MentalHealthCommission.ca
Key considerations:
Success factors
Description
The Standard is a voluntary set of guidelines, tools, and resources.
It is comprehensive, applicable to all sectors and sizes of business,
yet flexible in how much (or little) is adopted and implemented. It
functions as a methodology for employers, specifying requirements
for a documented and systematic approach to develop and
sustain a psychologically healthy and safe workplace. A crucial
component of the Standard is the commitment to a framework
that allows for the continuous evaluation and improvement of the
psychological health and safety plan.
There are a number of considerations
that need to be accounted for when
implementing mental health solutions
in the workplace. Understanding key
success factors that lead to greater
uptake and long-term maintenance of
mental health solutions is one of the
most critical components of workplace
mental health. The following themes
are consistently identified as needing
to be addressed for organizations to
achieve mentally safe and healthy
environments.
Addressing stigma first
The pervasive stigma surrounding
mental health issues is one of the primary
obstacles in encouraging employers
not only to have conversations around
mental health in the workplace, but
also implement a strategy to address
it. According to Partners for Mental
Health, misunderstandings around
mental health problems or illness
contribute to preconceived notions,
misperceptions, and fears. Individuals
living with a mental illness may be
looked upon differently, passed up for
promotion, or not taken seriously in the
work environment. Support for mental
well-being is not provided to the same
extent as Support for physical disability
or illness. At the Vancouver Board of
Trade’s mental health event in 2011,
39% of participants believed stigma is
the single biggest barrier to addressing
mental ill-health in the workplace.
According to the Conference Board of
Canada, 46% of Canadians think that
mental ill-health is used as an excuse
for bad behaviour and 10% believe that
Goals
Focuses on capacity building and a guide
for employers pursuing the promotion
of employee’s psychological health
and preventing harm due to workplace
factors. It will enable employers to lead
the development of a mental health
strategy with the aid of the documents.
people with mental ill-health could
snap out of it if they tried. Judgement
and fear of discrimination drive people
towards silence when it comes to
struggles with mental illness.
It has been repeated over and over
from various sources: tackling the
stigma around mental illness is a
critical step in creating psychologically
healthy and safe work environments.
Strategies on mental health in the
workplace must first begin with anti-
stigma initiatives, fostering awareness
and understanding, and then progress
along a continuum towards tools and
other resources that further promote
and protect mental wellness. Anti-
stigma actions that focus on awareness
and understanding are the foundation
on which long-term mentally Healthy
and safe environments are built. The
first step, provided by the report by
the Vancouver Board of Trade, is to
have open conversations about mental
health; simply talking about mental
well-being contributes to change by
signalling that there is nothing to be
ashamed about. As stigma is eroded and
employees feel more comfortable with
the issue, promotion and protection
initiatives are more likely to resonate
with employees and be successful.
Creating a strategy
After identifying the need to commit
to mental health issues in the
workplace, employers often pursue an
ad hoc collection of interventions and
initiatives with a lack of follow-up to
support these actions and put them in
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 context. A key challenge for businesses
is the need to develop and adopt
coherent mental health strategies as
solutions to workplace mental health
concerns. Without a comprehensive
strategy, it is difficult to sustain,
or even initiate, the organizational
change required for a workplace to
be psychologically healthy and safe.
Essentially, the lack of strategy seen
by many employers means that there
is no plan, and while resources may
be tapped into, utilization is not as
comprehensive and meaningful as it
should be. This only creates a series
of initiatives, but fails to take the step
further towards change.
Effective leadership and
management support
Organizations looking into addressing
mental health and developing a
psychologically healthy and safe
Chamber’s next steps
The Calgary Chamber is committed to
bringing awareness to mental health in
the workplace. Additionally, as the voice
of business in Calgary, the Chamber
will act as a source of information and
guidance for employers interested in
protecting and promoting employee
mental health in the work environment.
As part of ongoing contribution to
research around workplace mental
health, the most natural niche for the
Chamber to occupy in the dialogue
around workplace mental health is
to support and develop the business
case for implementing mental health
solutions. Specifically, the Chamber sees
a need to investigate the effectiveness
of various individual solutions and
resources for mental health in the
workplace, including positive impacts
on employee mental health and return
on investment for businesses. Without
a solid business case for developing
a psychologically healthy and safe
workplace, which includes knowledge
10
workplace must have the explicit
approval and support of leadership and
the executive team. Implementing one
or more actions is unlikely to be effective
without leadership and management
support for improving the culture and
mental health of the workplace. This
issue is not one that can be effectively
addressed from a grassroots approach,
but must have direction from the top.
While HR departments may be the
initiators of addressing mental health,
the development of a strategy or
initial awareness and communication
plans must be done in consultation
with leadership if it will be effective.
Even if a mental health solution is
introduced, but employees sense a
lack of executive-led organizational
change, the solution will be seen to
lack authority. Furthermore, garnering
support from leadership will lead to
enhanced resources, financing, and
commitment to solutions and strategy.
of what works and what does not to
achieve various business and employee
health goals, these solutions will not
generate much uptake.
The next step for the Chamber some
qualitative data in collaboration with
employer and business stakeholders.
This will ensure that Chamber
members will have access to the
information, data, and research on
effectiveness of solutions that is needed
for businesses to adopt change. By
engaging the business community on
workplace mental health issues and
solutions, we can begin to identify
where the business case is lacking,
what types of data on effectiveness
are most salient for businesses when
making decisions on implementation,
whether there is anecdotal evidence
on effectiveness, and how business
leaders can contribute to developing
information and data on effectiveness
and return on investment.
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