It’s Time to Prioritize Mental Health in the Workplace

It’s Time to Prioritize Mental Health in the Workplace

World Mental Health Day on October 10, 2024, and this year’s theme: It’s Time to Prioritize Mental Health in the Workplace, is a powerful reminder of the critical role employers play in supporting the mental health and well-being of their employees. This year’s theme hits close to home for me as an employee benefits advisor, as it highlights the increasing responsibility that employers have in fostering a workplace culture that prioritizes mental health.

Gone are the days when mental health and work existed in separate spheres. Today, burnout, anxiety, and job-related stress are at an all-time high, and they’re more interconnected than ever. From chronic stress to depression, we cannot afford to ignore these realities. This year’s theme serves as a call to action to stop treating mental health as an afterthought and start embedding it into the very core of our workplace culture.

Why Mental Health Matters Now More Than Ever

There’s a saying: “There is no health without mental health.” By prioritizing mental health, you not only enhance the well-being of your employees but also improve engagement, productivity, and overall organizational success. Many surveys have highlighted a top reason employees consider a change in employers is when they don’t feel their employer cares about their well-being. In today’s world, where the lines between work and life are increasingly blurred, creating an environment that fosters mental well-being is no longer a luxury — it’s a necessity for all successful organizations. 

According to a 2024 study by the Society for Human Resource Management (SHRM), 44% of surveyed employees in the U.S. report feeling burned out at work, with 45% feeling emotionally drained, and 51% feeling “used up” by the end of the day. These figures highlight an alarming trend that’s mirrored in workplaces across Canada. Left unaddressed, mental health struggles not only take a toll on individual well-being but also carry significant economic consequences. The World Health Organization estimates that untreated depression and anxiety lead to a loss of 12 billion working days annually, costing the global economy $1 trillion each year.

Taking Action: Practical Steps to Support Mental Health in the Workplace

Leverage the National Standard for Psychological Health and Safety in the Workplace

This voluntary set of guidelines offers tools and resources to help employers protect employees from work-related psychological harm. It’s designed to promote psychological health while preventing workplace factors from causing harm. Consider using the Standard as a roadmap for improving your workplace mental health initiatives.

                          Watch this video to learn more about the Standard and why it is important to take action today.

Host a Mental Health Workshop

Knowledge is power. Educating employees about mental health through workshops on stress management, work-life balance, or mental health awareness can empower them to address these issues head-on. These events help to demystify mental health struggles and create a more empathetic and supportive environment.

Start a Dialogue

Creating open channels for communication is one of the simplest but most powerful actions an employer can take. Encourage open discussions about mental health through anonymous surveys, forums, or feedback sessions. By fostering a culture of transparency, employees will feel more comfortable speaking up and seeking the help they need.

Remind Employees of EFAP Services

Most employee benefit plans include access to confidential, professional counseling services through an Employee and Family Assistance Plan (EFAP). These services offer 24/7 support for employees, their spouses, and dependents, addressing work-related, personal, and family-related concerns. Reminding your team of these resources and making access easy can remove barriers to support.

EFAP providers offer many more resources for employees such as on-line Cognitive behavioral therapy (CBT), Health Risk Assessment tools, life coaching, etc.

Share Free Mental Health Resources

ZLC Employee Benefits Solutions (“ZEBS”) maintains a library of free mental health resources that are available to all Canadians. If you’re looking for additional materials to share with your employees, reach out to your ZEBS Advisor to learn more about what’s available.

Canada’s Suicide Crisis Helpline

Launched last year, Canada’s 988 suicide crisis helpline provides 24/7 support via phone or text. This service offers bilingual, trauma-informed, culturally appropriate support from trained responders, ensuring that no one is left without help. It’s essential to remind employees that help is always available in times of crisis.

Creating a Mental Health-First Workplace

Supporting mental health in the workplace goes beyond fulfilling an obligation; it’s about fostering a culture where employees feel seen, heard, and supported. When mental health becomes a cornerstone of workplace culture, it leads to greater employee satisfaction, reduced absenteeism, and a more productive and thriving organization. Let’s take this World Mental Health Day as an opportunity to prioritize mental health not just for one day, but as an ongoing commitment to our employees and our businesses.

Together, we can create a workplace where mental health matters.

We would be pleased to discuss your specific situation with you to identify the best strategy for your employee benefits plans. Should you have any questions on the above, please do not hesitate to contact any member of our team.   

ZLC Employee Benefits Solutions is one of the fastest growing advisors for employee benefits and group retirement programs in Vancouver and we are fortunate to have the best people, resources, and clients. We provide value by leveraging one of the most skilled benefits teams – collectively over 450 years of experience within our team of 21 employee benefits specialists. We have been working with businesses ranging from 3 to over 75,000 plan members for almost 40 years.