As Canada’s workforce continues to navigate an evolving and challenging world, the conversation around employee mental health is more important than ever. At Thorpe Benefits, we recently hosted a thought-provoking panel titled Navigating Mental Health Today, bringing together experts with deep professional knowledge and powerful lived experiences.
Our panelists included:
- Alexandra Canzonieri, MA, RP, CCC – A psychotherapist known for her trauma-informed, evidence-based approach, Alexandra shared practical strategies for supporting employees through anxiety, depression, and workplace stress.
- Dr. Khush Amaria – Clinical Psychologist and VP of Clinical Services at Kii Health, Dr. Amaria emphasized the importance of accessible, personalized care and offered insights into how HR leaders can better champion mental wellbeing.
- Shahrukh (Shak) Shah – A finance executive turned mental health advocate, Shak spoke candidly about vulnerability and empathetic leadership, drawing from his personal journey with Bipolar Disorder.
This conversation reinforced a vital truth: mental health is a workplace issue. And when leaders prioritize it, they create cultures where people feel safe, supported, and empowered to thrive.
Here are the key takeaways for HR professionals aiming to build a truly human-centered culture.
Understanding the Employee Experience
Employees are not always showing obvious signs of distress. Often, the struggle begins subtly and can be dismissed as stress or fatigue. Recognizing these early indicators is essential for HR leaders and managers.
The Invisible Signs of Struggle
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Ignoring the Mind-Body Connection: Many employees, may overlook subtle mind-body cues such as low mood, fatigue, or “crashing on weekends” after intense work periods.
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Physical Symptoms: Mental health issues can appear as physical pain or discomfort. For instance, jaw tension, digestive issues, or chronic fatigue are often mistaken for medical problems.
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Loss of Joy and Purpose: Employees may report that life feels dull or that they no longer find meaning in their work. These are often signs of emotional exhaustion or early burnout.
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Isolation as an Exacerbator: Feeling isolated can make existing challenges worse. Therefore, workplaces should encourage connection, belonging, and open dialogue.
The Access Challenge
Even when employees decide to seek help, systemic barriers remain. The panel highlighted that finding a suitable practitioner can be frustrating. In urgent situations, employees may end up in emergency rooms—a difficult and often traumatizing entry point into the system. As a result, HR leaders should explore faster and more effective ways to connect employees with timely care, such as curated provider lists or direct partnerships with mental health organizations.
Key Actions HR Can Take to Provide Support
HR and organizational leaders are in a powerful position to bridge the gap between an employee’s struggle and professional help. This means making resources visible, reducing stigma, and ensuring access to the right kind of support.
Action 1: Optimize Access to Care
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Promote EAPs and Digital Health Tools: Employee Assistance Programs (EAPs) are a great starting point. In addition, digital mental health apps and online therapy platforms can remove barriers like scheduling or transportation. These tools often include evidence-based programs such as CBT and mindfulness practices.
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Compile a Resource Playbook: Create a clear, easy-to-find list of free and immediate resources. For example, include distress line numbers, walk-in clinics, and government-funded mental health programs.
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Prioritize the “Right Fit”: Encourage employees to find practitioners who align with their needs and comfort level. HR can guide them toward professional directories or EAP referrals and normalize that it’s okay to try a few practitioners before finding the right one.
Action 2: Lead with Vulnerability to Reduce Stigma
Reducing mental health stigma begins with authentic leadership. When leaders model openness, employees feel safer to do the same.
- Leaders Must Share Their Stories: When HR and senior leaders share personal experiences, it sends a powerful message that seeking support is normal and respected.
- Create a Peer Support Culture: Train peers to listen without judgment. Simple statements like, “I don’t want to invade your privacy, but I’m here if you’d like to talk,” can go a long way.
Building a Workplace that Supports Mental Health
Supporting mental health at work starts with self-awareness, kindness, and empathy. Leaders don’t need to have all the answers—but they do need to create an environment where employees feel seen and supported.
By combining empathy with actionable pathways to care, Canadian HR leaders can help shape workplaces where mental health is not only discussed but truly prioritized.
Written by Roger Thorpe
President, Thorpe Benefits