While research so far indicates being a mental-health first aid trainee is neither clearly beneficial or harmful, it’s also important to consider potential risks and ensure there’s oversight and governance.

Dr. Bill Howatt, founder of Howatt Human Resources

As a trained mental-health professional, I approach mental-health training critically.

Mental-health first aid training can be a protective factor, promoting early detection and encouraging help-seeking behaviours to mitigate workplace mental harm. However, it is prudent to acknowledge potential risks.

Read: Work still to be done to address mental-health risks in the workplace: 2024 BCHS report launch

One significant potential risk is the MHFA instructor’s competency. Instructors lacking a strong background in mental health may negatively impact MHFA training outcomes. Without proper oversight and supervision, the MHFA curriculum could be delivered inconsistent with the intended standards.

The MHFA training structure consists of three modules that can be completed within eight hours. It teaches the ALGES approach — approach and assess, listen, give reassurance, encourage, self-care — to support employees in crisis and establish clear expectations and boundaries regarding the MHFA supporters’ roles. However, quality may suffer if employers lack controls to audit the adherence to MHFA training standards.

Without quality control, some mental-health first aiders may struggle to maintain appropriate boundaries. For instance, a supporter might assume a counsellor-like role instead of a crisis intervention role. This can jeopardize the individual receiving support and the supporter. An example of this risk is a person receiving emotional support determined to be OK by an MHFA provider, but five hours later, they go home and attempt suicide. Boundary failures can carry emotional costs for everyone involved.

Read: Lululemon aiming to train all employees in mental-health first aid

While the concept of MHFA has merit, weighing the pros and cons is essential. To mitigate risks, I recommend that programs like this include regular refreshers akin to CPR training. Establish support systems for MHFA providers to debrief or ask questions and adopt a plan-do-check-act approach, common in psychological health and safety programs.

Simon Coulombe, associate professor, department of industrial relations, Université Laval

The question of whether MHFA programs do more harm than good in the workplace is a complex one.

Research on the effects of these programs, both for trainees and for employees receiving their help, is still in its early stages, as summarized by occupational psychologist Susannah Robertson-Hart. On the positive side, as she reviewed, studies conducted in workplace settings suggest these programs improve mental-health literacy among trainees. However, there’s limited data to draw firm conclusions about their long-term effects on trainees, those receiving support or organizations.

Interestingly, research so far indicates that being a trainee is neither clearly beneficial nor harmful. Even in studies conducted outside workplace settings or among specific populations (e.g., youth, armed forces), evidence remains inconclusive regarding the impact on the mental health of those receiving help from trainees.

Read: Mental-health first aid training targets rising disability concerns in electricity sector

Nevertheless, as Robertson-Hart explains, MHFA “can probably make a useful contribution to supporting workplace mental health when it is implemented appropriately within a comprehensive and strategic framework.”

The effectiveness of these programs likely depends on careful implementation and governance, where trainees’ roles are clearly defined, they receive adequate support and they have access to professional mental-health services. Furthermore, these programs should be only one part of an employer’s mental-health strategy. Research suggests the most effective strategies integrate all levels of prevention, including addressing stressors like excessive workload. If MHFA is used as a mere band-aid solution to mask systemic problems, both trainees and those they support may experience undue pressure or even disillusionment.

In summary, while MHFA has potential benefits, organizations should approach its implementation with caution and as part of a broader holistic mental-health strategy.

Read: 2024 Mental Health Summit: The importance of mental-health training for people leaders