Why do employees who use public transit or walk or cycle to work report higher levels of psychological distress and work-family conflict?
New research out of the Université de Montréal has uncovered a direct link between employee mental health and the ways that people commute.
In a study of 1,830 employees across 65 workplaces, lead researcher Annie Barreck and her team at the Centre for Public Health Research (CReSP) discovered that both the length and mode of commuting cause psychological distress in employees.
Surprisingly, public transit and “active” commuting (such as cycling or walking to work) were also shown to contribute to higher stress and work-family conflict – contrary to what is traditionally believed.
The central role of work-family conflict
The study, published this month in the Journal of Transport & Health, found that work-family conflict is a key pathway linking commuting and mental health.
Barreck explains that employees who experienced greater interference between their work and family responsibilities were more likely to report psychological distress, regardless of their commuting mode.
“Work-family conflict is a very important antecedent or determinant of employees' mental health,” she says.
“We know that work-family conflict causes a lot of stress to employees … which causes mental health problems, psychological distress or burnout, or depression.”
Barreck offers a practical example: “You have a meeting at work, which is a work responsibility that ends at four, but then you have to pick up your child at five. Are you able to finish your work responsibility and be on time for your family responsibility?”
The research also clarifies that family responsibilities are not limited to parenting; the survey questions addressed broader family situations: “Your family situation is not just about kids, it could be having responsibilities with another member of your family, like if you have older parents that you have to be taking care of, for example.”
Public transit and active commuting linked to distress
Barreck’s data showed that employees who used public transit or active commuting methods such as walking or cycling reported higher levels of psychological distress and work-family conflict than those who drove to work.
While previous research has often focused on the physical health benefits of active commuting or the relaxation potential of public transit, her findings highlight the complex ways in which commuting interacts with work and family responsibilities, particularly when employees have little flexibility or control over their schedules.
“What I found is that public transportation actually brings more work-family conflict, and therefore creates more stress and more psychological distress,” Barreck says, explaining that the unpredictable nature of public transport adds complication to juggling family obligations such as school pickups or appointments.
“When you have work and family responsibilities, the time that you spend commuting, and the more time you spend commuting, gives you less time for other activities like social and family activities.”
Canadian context: geography and infrastructure matter
Barreck’s study included employees from across Canada, with a significant proportion based in Quebec.
She says that her research highlights how Canadian geography and infrastructure, with its especially long distances between home and work, play a significant role in shaping employees’ commuting experiences.
“Somebody who uses the train here is not the same as somebody who uses the train in Europe,” she notes, pointing to commuter trains in Canada that can run on hourly schedules, or even longer.
“Imagine someone who misses the train because he was late for a meeting, for example. It can bring a lot of stress to the employees. But, generally speaking, in most industrialized countries, there's a tendency that we see where people are actually living further and further from their work.”
Solutions for employers: flexibility and support
The study’s findings suggest several practical steps employers can take to help reduce the negative impact of commuting on employee mental health. Barreck recommends that organizations consider offering remote work, even on a part-time basis, to reduce commuting time and give employees more flexibility.
“If possible, if employers can reduce the time that employees spend in their commuting, just that would be very helpful,” she says. This can be done by offering satellite office options, or remote work, although she acknowledges that not all organizations can manage that.
“Just at least having a work-family balance awareness program, like trainings, workshops among employees and managers, and talk about mobility options and how they can support the employee with work-family issues,” she says.
And sometimes it could be as simple as having a meeting at 10 o'clock instead of having it at 8:30 in the morning, says Barreck: "At least having this conversation and being aware of it, could help many employees.”
