*This post is from CMB partner Finuity Wealth. Find out more about group benefit solutions here.
The Growing Importance of Mental Health
Mental health is becoming a top priority for employers—and for good reason. Poor mental health can increase absenteeism, reduce productivity, and lower morale, all of which impact your bottom line. Yet many businesses believe meaningful support requires a bigger budget.
That’s not always true.
Many effective strategies for supporting employee mental health are already available through existing benefits or can be introduced at little or no additional cost. Here are five places to start.
Use Existing Benefits More Effectively
Many group benefits plans already include mental health support. It’s just underused.
Employee Assistance Programs (EAPs), for example, offer confidential counseling and mental health resources at no cost to employees. Your plan may also include psychology or psychotherapy coverage that employees simply don’t know how to access.
Make sure mental health benefits are easy to understand and regularly promoted—not just during onboarding. Normalize usage by having leaders speak openly about mental health and encourage the use of available tools.
Share Free and Low-Cost Public Resources
Canada has invested in public mental health tools that workplaces often overlook:
- Wellness Together Canada: Free support for mental health and substance use, including counseling, peer support, and self-guided resources.
- BounceBack by CMHA: A free coaching program for individuals experiencing low mood, stress, or anxiety.
- Provincial helplines: Every province offers crisis and mental health support lines.
Include these resources in HR materials and internal communications, especially during key times like tax season, the holidays, or company changes.
Train Leaders to Recognize and Respond
Managers are often the first to notice when someone is struggling, but few feel prepared to help.
Basic training can go a long way. Equip leaders to:
- Recognize early signs of mental health challenges
- Respond with empathy and discretion
- Refer employees to the right support channels
Leadership training doesn’t have to be costly, and it creates a culture where employees feel seen and supported.
Offer Mental Health Days or Flexible Hours
You don’t always need to change your benefits plan. Sometimes, small shifts in policy can reduce stress and improve well-being.
Consider:
- Allowing personal days to be used for mental health
- Offering flexible work hours to reduce burnout
- Blocking off “no meeting” days to help employees focus or reset
These low-cost steps signal that leadership cares about mental health—not just in policy, but in practice.
Build a Supportive Culture
Culture plays a major role in mental health. When openness is encouraged, stigma fades and engagement rises.
Try:
- Participating in awareness days like Bell Let’s Talk Day or Mental Health Week
- Encouraging employees to share self-care tips or stories (voluntarily)
- Setting up peer support or mentorship programs
Small actions can help create a more resilient, connected team.
Make Mental Health a Priority—Without Raising Costs
Supporting mental health doesn’t always require more spending. Often, it comes down to better communication, smart training, and making the most of what’s already in place.
Start by evaluating your current benefits, policies, and culture. With the right approach, you can build a healthier, more productive workplace—without increasing your benefits budget.