More than half of those do not disclose it at work
Nearly 40% of Canadian workers have a mental health diagnosis, yet more than half feel compelled to keep it hidden at work. This reality, highlighted by recent research from Workplace Options (WPO), underscores the persistent stigma surrounding mental health in the workplace and the urgent need for employers to foster supportive environments.
Alan King, president and CEO of WPO, explains the reluctance to disclose mental health issues stems from two main factors: “One is sort of a generalized stigma that still exists within and without the workplace, that mental health issues are somehow… not like any other illness, an illness you can't discuss. And the second part, particularly to the workplace, is that somehow knowledge of this will impact someone's existing job, but will also impact their career pathways.”
The role of employers in breaking the silence
Employers play a pivotal role in creating a culture where employees feel safe to speak openly about their mental health. King draws a parallel with physical health: “The reason we have sick days is someone has a cold, they stay home, so that when they come into the office, they don't give the cold to everyone else… The same is true on the emotional health side. But the difference is the person's not coughing… so that if someone were in the back sick with a mental health issue, they come into the workplace, they don't get the care and treatment that they need and that impact on the workplace in terms of their own productivity can spread more broadly.”
To address these challenges, WPO recommends a multi-faceted approach. “It's creating this culture where individuals are safe and feel safe and feel free and feel supported to be able to express themselves in an open way,” King says.
Practical steps for a supportive workplace
WPO’s latest toolkit, released for World Mental Health Day earlier this month, outlines five practical steps for employers: communicate with care, conduct regular check-ins, engage peer support, provide manager training, and monitor and adapt support programs. These actions are designed to normalize conversations about mental health and ensure ongoing support for employees.
Training is a critical component in ensuring a psychologically safe work environment. As King notes, “it's not like there's a script and we teach people a script. But there are some things around helping people themselves get over their own biases… what the training often does is try to do just that. And it also works at helping people get out the biases or get out the stigmas that they may feel themselves.”
The shift to remote and hybrid work has introduced new challenges, making it harder for managers to spot signs of distress. King observes, “So many employees now are working either entirely or partially outside the workplace… being able to identify or engage in ways that can make that more visible… is a massive challenge for employers to really be able to effectively identify and support the right people.”
By taking proactive, empathetic steps, employers can help ensure that mental health is treated with the same seriousness as physical health, creating workplaces where every employee feels seen, supported, and empowered to thrive.
