5 Strategies to Improve Employee Mental Health at Work

Why Mental Health Has Become the Number One HR Priority

Mental health in the workplace was long a taboo subject in Canadian companies. In 2026, it has become the number one priority for HR teams, not because of trends, but out of economic and human necessity.

The numbers are telling. In Canada, one person in five experiences a mental health problem or illness each year, and 21% of workers report high or very high levels of work-related stress. Every week, roughly 500,000 Canadians miss work for a mental health reason, at an estimated cost of $51 billion a year to the Canadian economy, according to the Mental Health Commission of Canada.

The good news: concrete and accessible interventions exist. Here are the 5 strategies that have demonstrated the strongest results.

Strategy 1: Create a Culture of Psychological Safety

Psychological safety, a concept defined by Harvard researcher Amy Edmondson, refers to the feeling that an employee can speak up, ask questions, admit mistakes, or share concerns without fear of being judged or penalized. It is the foundation of any healthy mental health culture.

Without psychological safety, all other wellness initiatives remain superficial. An employee will not participate in a meditation challenge if their manager implicitly values productivity above all and judges those who take breaks.

• Train managers in active listening: A manager who listens without judgment reduces their team's stress more effectively than any meditation app
• Normalize conversations about mental health: When a leader speaks openly about their own challenges, it creates cultural permission for all employees
• Eliminate implicit consequences: Ensure that taking a mental health day has no real or perceived impact on career progression
• Measure regularly: Anonymous quarterly surveys on perceived stress and psychological safety levels

Strategy 2: Implement Clear Disconnection Policies

Hyperconnectivity is one of the main causes of burnout in 2026. The boundary between work and personal life has never been more blurred, and this ambiguity is toxic for mental health.

A disconnection policy is not limited to an email saying "you are not required to respond in the evening." It must be explicit, communicated by leadership, and respected at all levels.

• Written availability hours: For example: message responses expected between 8am and 6pm, no expectation outside these hours
• No meetings before 9am or after 5pm: Simple rule that protects personal time without harming productivity
• Guaranteed uninterrupted vacations: An employee checking emails on vacation is not on vacation. Clear policies on coverage during absences
• Modeled by leaders: If the CEO sends emails at 11pm, all disconnection policies are useless

Strategy 3: Integrate Movement into the Workday

The link between physical activity and mental health is one of the most documented in behavioral science. 30 minutes of moderate physical activity per day reduces anxiety and depression symptoms as effectively as some mild antidepressants, according to several meta-analyses.

The problem: most corporate physical activity programs are optional and happen after work hours. To have a real impact on mental health, movement must be integrated into the structure of the day.

• Mandatory active breaks: 10 minutes of movement twice a day, integrated into the schedule like a meeting. Not optional.
• Walking meetings: One-on-ones and small follow-up meetings are done while walking. Stress reduction during the meeting, health benefit included.
• Team step challenges: The social dimension of the challenge amplifies mental health benefits. Group belonging is as therapeutic as the movement itself.
• Facilitated access to physical activity via wellness account: Remove financial barriers to sports practice for all employees.

Strategy 4: Train Managers to Detect and Support

Direct managers have more impact on their employees' mental health than any HR policy or wellness program. They are in daily contact, see behavioral changes, and represent the company in the individual relationship with each employee.

Yet the majority of managers have received no mental health training in the workplace. They do not know how to recognize warning signs, how to approach the subject with an employee in difficulty, or how to create the conditions for a safe conversation.

• Mandatory annual mental health training: At minimum a half-day covering: recognizing signals, how to engage a conversation, when to refer to available resources
• Warning signs to watch for: Decline in work quality, progressive isolation, mood changes, growing absenteeism, unusual cynicism or irritability
• Clear intervention protocol: What does the manager do when they detect a problem? They must have a clear answer and resources to propose immediately
• Regular well-being conversations: Not just performance during individual meetings. "How are you really doing?" as a regular and sincere question.

Strategy 5: Make Mental Health Resources Visible and Accessible

Most companies already offer mental health resources: Employee Assistance Programs, access to therapists, stress management tools. The problem: 70% of employees don't know these resources exist or don't know how to access them.

An inaccessible or unknown resource has no impact. Visibility is as important as availability.

• Proactive resource communication: Monthly reminder of available resources in internal communications, not just during new employee onboarding
• Access in fewer than 3 clicks: If finding the EAP number takes more than 5 minutes, the employee in crisis will give up. Resources must be immediately accessible.
• Official mental health days: Leave distinct from sick days, without questioning, accessible without medical justification
• Integration into the wellness platform: Guided meditation content, breathing exercises, stress management articles directly in the app employees already use daily

Propulsion integrates mental health challenges (meditation, digital disconnection, gratitude, time in nature) directly into the challenge platform used for physical activities. The result: employees access mental health resources in the same positive context as their sports challenges, without the stigma associated with "seeking help".

Keep reading

Mental health cannot be handled in isolation. 50 employee wellness program ideas show how to connect it to the rest of the offer, and workplace physical activity programs cover the physical lever, whose effect on anxiety and sleep is well documented. For remote teams, especially exposed to isolation, see how to keep teams connected and healthy.

Frequently Asked Questions

How do you measure employee mental health without being intrusive?

Short anonymous surveys are the most effective tool. A 5-question questionnaire asked monthly, completely anonymous, allows tracking trends without collecting sensitive personal data. Indirect indicators like absenteeism rate, participation in social activities and performance results complete the picture. The goal is not to diagnose individuals but to identify collective trends requiring intervention.

What is the difference between stress and burnout, and how do you distinguish them?

Stress is a temporary response to pressure; it can be positive and motivating in moderate doses. Burnout is a state of chronic exhaustion characterized by three dimensions according to the WHO: emotional exhaustion, cynicism or mental distance from work, and reduced professional effectiveness. Burnout develops over weeks or months and requires prolonged recovery, unlike acute stress which resolves quickly.

Do corporate wellness programs have a real impact on mental health?

Yes, according to studies, but only when well-designed. The most effective programs combine physical activity, social connection and stress management tools, and are part of a culture that genuinely values well-being. A wellness program in a culture of chronic work overload will have limited impact. Organizational culture remains the determining factor.

What should you do when an employee appears to be in a mental health crisis at work?

In a potential crisis situation, immediate safety is the priority. Speak to the employee in a private space, listen without judgment, avoid minimizing or finding quick solutions. Offer available resources (EAP, health professional) and ensure they are not alone. If you suspect a risk to their safety, immediately contact occupational health services or appropriate emergency resources. Train your managers in this protocol before needing it.