Mental health at work: what employers can do to support their staff

A supportive work environment is key to maintaining mental health at work. Building this type of workplace, however, takes a lot of time and effort, especially on the part of the employers.   

In this article, Benefits and Pensions Monitor delves deeper into how companies can ensure the psychological and mental well-being of their staff. We will discuss the issues and challenges, along with the benefits of a positive work culture. 

We also talked to a pair of experts who shared insights into what constitutes a mentally healthy workplace and how employers can establish one.  

If you’re working out ways to support employees who may be struggling with mental health issues, this guide can prove useful. Keep reading and learn some practical tips and strategies to improve mental health at work. 

What does a mentally healthy workplace look like? 

Workplaces thrive when employees are focused, motivated, and satisfied. This is why it’s imperative for employers to take a proactive stance on mental health at work.  

“A mentally healthy work environment is one where employees feel a sense of belonging and feel safe speaking up,” explains Sarah Jenner. “This requires leaders and organizations to invest time into building trust and ensuring they are modelling healthy and safe work behaviours.” 

Jenner is an executive director at non-profit organization Mindful Employer Canada and the principal of her firm, Sarah Jenner Consulting.  

She adds that a huge part of building a positive work culture is ensuring that employees maintain a good work-life balance.   

“Employees should be able to come to work and have the tools, resources and training necessary to complete their assigned tasks and deliverables successfully. [They should also be able to] leave at the end of their shift with energy to pursue passions and interests, socialize with friends and family, or complete personal responsibility.” 

Psychological and emotional support are also among the key drivers of mental health at work, according to Mary Ann Baynton, director of collaboration and strategy at Workplace Strategies for Mental Health.  

“A mentally healthy workplace is one where every employee is supported to do their best every day, including on a bad day,” she explains. “It is one where their energy and focus is optimized by reducing stress and increasing psychological safety.” 

Workplace Strategies for Mental Health is an online platform from Canada Life where employees and their staff can access free tools and resources to support mental wellness in the workplace.  

If you’re searching for ways to promote mental health in the workplace, this guide can provide practical tips and strategies.  

What are the most common mental health issues in the workplace? 

At least half a million employees in Canada miss work each week because of mental health issues, the most recent figures from the Canadian Psychological Association (CPA) reveal. The figure is equivalent to about $51 billion in economic losses annually. The data also highlights how mental health problems in the workplace have become a serious concern.  

“The most common complaints related to mental health are related to workload stress,” Baynton said. “It’s important to recognize that working hard for eight hours is not bad for our mental health.  

“The stress comes when the employee is feeling threatened with punishment, worried about job security, not adequately trained or resourced, or working in confusing or chaotic environments.” 

Among the most common mental health issues employees face, according to CPA, include: 

Anxiety 

Anxiety in the workplace manifests in several ways. These include increased absenteeism, lack of focus, and decreased job performance. Employees can experience anxiety for different reasons, whether it’s fear of losing their jobs, pressure to perform, or uncertainty at work.  

Burnout 

This occurs when employees experience long-term disengagement due to feelings of emotional exhaustion, disconnect, and being less effective at work. The rise of remote work and constant demand to be available has led to the prevalence of burnout among staff. 

Depression 

The common causes of depression include lack of fulfillment, sense of isolation, and overwhelming workloads. Employees struggling with depression often show decreased engagement. This can lead to low workplace morale and increased turnover. 

Stress 

Work-related stress can be triggered by tight deadlines, heavy workloads, and lack of work-life balance. If left unchecked, this can lead to employee burnout. Stress can also affect staff members’ physical well-being.  

Substance abuse 

To cope with work-related mental health issues, some employees turn to alcohol and drugs. This can lead to substance abuse, which can negatively impact job performance, productivity, and workplace relationships. If substance abuse has become a major concern in your organization, you can turn to an addictions and mental health worker or a peer support worker for help.   

“Challenges are going to differ between organizations and even departments within organizations,” Jenner adds. “Burnout due to unmanageable workloads or demands has been quite prominent.” 

This guide provides a deeper look into mental health illness in the workplace. It includes tips and strategies on how employers can support their staff.  

How can employers support mental health at work? 

Employers have many options when it comes to supporting mental health at work. According to the CPA, an effective workplace mental health strategy should be implemented company-wide and must prioritize:  

• preventing harm 
• managing mental health illnesses  
• promoting positive outcomes 

Here are some of the top strategies for supporting mental health in the workplace, according to the association:  

Mental health leadership training 

This can help leaders and managers gain a deeper understanding of mental health at work. It trains them in how to identify signs of mental health struggles among staff and how they can offer support.  

Awareness building 

Employers can implement mental health literacy training to shatter stereotypes and reduce the stigma of mental illness. These campaigns also help in building a supportive and inclusive work culture. They can also encourage employees who are struggling to be open about their experience and seek appropriate help. This guide lists the different types of mental health workers that employers and staff can turn to.  

Reduce job stressors 

Companies can alleviate work-related stress in several ways, including: 

• giving employees more control over their work 
• providing flexible work arrangements 
• easing demands placed on staff 
• making mental health support easily accessible 

Improve return-to-work processes 

A coordinated return-to-work plan can go a long way in helping employees returning from sick leave due to mental health issues. This can include offering personalized accommodations and conducting capability assessments.  

But according to Baynton, the most effective way of supporting mental health at work is not through programs.  

“It’s by looking at how work and interactions at work impact each employee,” she says. “It’s considering how orientation, training, meetings, promotions, performance management, assignments, and the work environment could be improved to first do no harm to mental health.  

“Once that’s achieved, there may be value in considering team activities or other ways to promote mental well-being and help with resilience, emotional intelligence, inclusion, and cohesion.” 

Jenner adds that choosing the right leaders plays an important role in maintaining mental health at work. 

“Leadership can also have a huge impact on employee mental health,” she says. “Organizations should ensure they’re hiring leaders that have strong emotional intelligence skills, create safety and trust, and inspire. Rather than hiring the individual who speaks the most or has been there the longest, look for the individuals who foster safety and value others.” 

An employee assistance program (EAP) is among the most popular strategies that employers use to promote mental health at work. Find out if this program suits your company’s needs in this guide.  

What are the benefits of supporting mental health at work? 

Building a workplace that supports staff with mental health struggles can take time and effort, but it can do wonders for the organization’s overall success.  

Here are some of the benefits of having a mentally healthy workplace, according to Employment and Social Development Canada (ESDC): 

• increases employee engagement  
• boosts worker satisfaction 
• raises the morale of staff 
• improves productivity 
• decreases absenteeism 
• minimizes employee grievances 
• reduces the company’s health costs 
• lessens the need for medical or disability leave 
• prevents workplace injuries  

Employers who support staff through mental health challenges are more likely to see employees return to full productivity sooner and stay loyal. 

“For many employees, including those dealing with depression or anxiety, working in a supportive environment feels like a refuge from the repetitive negative or fearful thoughts,” Baynton explains. “It can also be a refuge from other life stressors.  

“We can help protect mental health by ensuring employees are supported to do their best each day. This is as straightforward as setting clear expectations, helping with prioritizing when there are competing demands, and regularly asking what each employee needs to meet the specific and measurable goals of their job.” 

Having an inclusive and supportive work culture also helps companies attract and retain top talent. You can pair this with the top employee retention programs for maximum benefit.    

How can employers create an effective employee mental health program?  

If implemented correctly, employee mental health programs can be effective in helping staff manage work-related mental health problems such as stress, anxiety, and depression. They can be tailored to meet the specific needs of an organization. These programs provide employees access to range of services, including: 

• counselling   
• mental health workshops 
• therapy sessions 
• tools and resources for managing stress 

An effective employee mental health program, however, goes beyond just providing support. It must also help establish a workplace where staff members feel safe seeking help without fear of being judged. 

Building a program often starts with identifying the emotional and psychological needs of employees. This can be done through consultations, assessments, and surveys. Based on the findings, employers can then develop a holistic program that consists of preventative and reactive strategies to support mental health at work. 

“[When building a program,] start where you’re at,” Jenner advises. “You could begin by reviewing policies and procedures by asking the question, ‘How could this impact the mental health of employees?’  

“If you have more resources, I suggest engaging your staff and asking them to share practical, measurable, and low-cost ways you could support employee mental health. This way, you can take action that you know will impact employees.”   

Jenner adds that these types of assessments can only be effective if they lead to actionable results. 

“Don’t rush to have employees complete a survey if you aren’t prepared to take immediate action,” she says. “It can create skepticism among employees if you ask them to share their time and then don’t take action to make positive changes.” 

You can find examples of successful programs in this guide to the top employee mental health programs in Canada.  

Creating a mentally healthy workplace 

Each company comes with its own set of needs and circumstances, that’s why there’s no one-size-fits-all approach to building an environment that’s supportive of mental health at work. An effective mental health strategy aligns with an organization’s values and culture. It must also support staff members’ professional and personal needs. 

When creating a mental health program, it’s good practice to get employees involved. By gathering their feedback, employers can create a clear picture of their struggles, what keeps them going, and the type of support they need.    

If you’re looking for an organization to model your mental health strategy from, you can check out our list of the Best Companies to Work for in the Benefits, Pension, and Institutional Investment Space. Find out how these businesses established a mentally healthy work environment in this special report. 

Do you have other suggestions on how to support mental health at work? Let us know in the comments.