Access to equitable, data-driven mental health support is essential, says new CMHA report; the need for employer action is clear. 

Though a fundamental right for all, mental health remains a privilege for few, according to a new report from CMHA on the state of mental health in Canada. Due to a lack of funding, data, and equal access to resources, the report demonstrates that rates of poor mental health have tripled since 2019, with young, low-income, Black, and Indigenous populations bearing the greatest burden.   

While the public health implications of these shortages are pronounced, their consequences to Canadian workplaces and the broader economy are equally profound—encompassing substantial losses in productivity, performance, and profitability, to name a few. 

“If you have an unhealthy workforce…your workforce and your economy is weakened, [costing] literally billions of dollars,” Dr. Kwame McKenzie, psychiatrist and CEO of Toronto’s Wellesley Institute, recently told CBC. 

“Poor mental health is arguably one of the greatest threats to organizational health, safety, and vitality,” adds Jean-Baptiste Gruet, Chief Revenue Officer at Workplace Options. “Not only is it a sign and consequence of occupational hazards—it actively creates them.” 

When employee mental health is poor, workplaces experience subsequent declines in creativity, collaboration, morale, and decision-making—leading to increased accidents, conflicts, and mistakes. Yet, while workplaces do feel the impact of poor mental health, they also serve as vital arenas for its improvement. 

Workplaces are uniquely positioned to act as equalizers in mental health, providing access to essential resources that many individuals might not otherwise receive. As the places where 16.5 million Canadians spend at least a third of their day, on average, they can also offer access to a safe and supportive environment that many may not find elsewhere. 

Thus emerges the need for greater employer investment in data-driven wellbeing solutions to address the growing health crisis. 

Enhancing Mental Health Support: How Workplace Options Can Help 

By partnering with a holistic wellbeing solutions provider like Workplace Options (WPO), leaders gain access to the tools, resources, and insights needed to provide comprehensive support to their teams.  

Whether this support takes the form of counseling services, wellness coaching, or more targeted solutions for challenges related to substance use (the toxic drug supply in Canada is the second deadliest in the world, per CMHA’s findings), burnout, trauma, and chronic disease, WPO’s scope of services ensures that individuals receive the holistic, personalized care they need to sustain their mental and overall wellbeing.  

With evolving data derived from clinician-employee interactions—as captured in WPO’s global Psychological Safety Study—alongside tools like WPO’s newly launched Psychosocial Risk Screener, WPO enables leaders to make informed decisions about which solutions to offer, while also guiding the creation of culture-driven initiatives that promote a safer, healthier, and more supportive work environment.  

“The insights built on WPO’s world-class data analytics, coupled with its clinical expertise, empower leaders to address the root causes of workforce challenges before they escalate into serious risks to employee health and wellbeing,” explains Donald Thompson, CEO of The Diversity Movement, a Workplace Options company.  

Addressing Workplace Risk Factors: Key Insights for Leaders 

According to findings published in the WPO Psychological Safety Study, the top three workplace concerns impacting Canadian employees are: 

• Daily work activities (e.g., high job demands, low role clarity, low autonomy) 

• Work-life imbalance and performance issues 

• Conflict of values; ethical climate within the organization 

In addition to expanded access to mental healthcare, these findings highlight the need for supportive work environments that promote and protect employees’ wellbeing. 

“Supporting better mental health within your organization extends far beyond clinical interventions,” says Dina El Helou, Vice President of Clinical Service Delivery – Americas. “It demands a cultural transformation rooted in empathy, compassion, and mutual respect. By fostering open, honest communication and prioritizing psychological safety, companies can cultivate an environment where everyone feels valued and secure.” 

With support from WPO’s consulting group—featuring tools like the psychosocial risk screener, organizational optimization tool, and other resources for people leaders and managers—organizations can work toward cultivating a space that allows everyone to thrive, while mitigating psychosocial hazards that undermine that opportunity today.  

Acting Today for Tomorrow’s Workforce: The Time for Employers to Act is Now 

The CMHA report underscores a critical call to action for employers: to recognize their role as agents of improved mental health outcomes for all Canadians. By investing in evidence-based wellbeing solutions, and integrating those solutions with meaningful culture change, organizations can enhance employees’ psychological and overall wellbeing while also reaping the benefits of a more resilient, productive, and innovative workforce. 

Explore more results from the Psychological Safety Study: https://www.workplaceoptions.com/wpo-psychological-safety-study-global-context-for-organizational-success/#ca 

Learn more about WPO’s Psychosocial Risk Screener: https://www.workplaceoptions.com/news/workplace-options-launches-global-psychosocial-risk-screener-to-help-leaders-proactively-tackle-workplace-harassment-isolation-and-stress/