Heading into 2025, the workplace mental-health landscape in Canada continues to transform and grow.
Employers continue to recognize that prioritizing mental health is a critical factor in organizational success. Here are three key areas that are shaping the evolution of mental health in the workplace and how employers can take the lead:
- Breaking the Silence on Mental Health
Stigma around mental health is one of the primary reasons people don’t reach out for help, especially in workplaces. Recent data suggests that Canada is leading the way in creating open dialogue around mental health and fostering conversations that were once deemed taboo. More employees are feeling safe to discuss mental-health challenges in their workplaces.
Read: Expert panel: Employers taking preventative, holistic approach to employee mental health in 2024
Leaders must continue to normalize the conversation by equipping themselves with the tools to know how to have a safe a supportive conversation. Training leaders on facilitating these types of conversations can help to quickly connect employees with care, reducing the negative impact of mental-health challenges in the workplace.
- Harnessing technology for mental-health support and education
The integration of technology into mental-health initiatives is revolutionizing how people access care. These tools can help bridge the gap for those employees who may face barriers to traditional support systems, such as stigma, geographical and financial constraints.
Read: Expert panel: How employers can support managers to effectively champion employee mental health
Organizations are also increasingly using technology to access workplace mental-health training, such as adopting e-learning to equip employees with the tools to support their mental health. E-learning modules can offer flexible, interactive content tailored to diverse needs, covering topics like stress management, resilience-building and recognizing signs of mental-health issues in colleagues.
This approach ensures that training is accessible, scalable and inclusive, enabling employees at all levels to gain critical skills and confidence in addressing mental health challenges.
- Measuring ROI on mental-health investments
Investing in mental health is here to stay and is no longer seen as an optional expense but rather a strategic business decision.
Read: 72% of Canadian workers prioritizing mental health: survey
It follows that organizations are then also looking to more accurately measure the impact of their investments. Workplaces are looking to implement an organization-wide strategy with solutions and programs that have targeted measurable returns. Organizations are evaluating measurements like absenteeism, turnover rates, disability leave, sick days and employee engagement.
When selecting programs or services, organizations should establish metrics like participation rates, employee feedback and other key performance indicators to help demonstrate the impact of these investments.
By embracing open communication, technological innovation and measurable outcomes, Canadian organizations can continue to lead the way in workplace mental health. As 2025 begins, it’s important for employers to take the time to strategically plan for the mental health of their employees with solutions and programs that benefit the organization as a whole.
Read: 69% of global employees say their mental health has worsened in the past year: survey