Report highlights most effective supports for workers struggling with mental health challenges
A major national survey conducted in June 2025 among 5,008 employed Canadians reveals that mental health challenges are widespread in the workforce.
Forty percent of workers have been diagnosed with a mental illness or neurodevelopmental condition at some point in their lives. Younger people are more likely to have received a diagnosis (18–34: 45%, 35–54: 36%, 55+: 31%), as are members of the 2SLGBTQ+ community (58%), says the report from Mental Health Research Canada and Canada Life.
Women are more likely than men to have received a mental illness diagnosis (43% vs. 32%), but neurodevelopmental diagnoses are similar between genders (11% vs. 12%).
Few disclosing mental health challenges
Despite this high prevalence, only 42% of those with a diagnosis have disclosed it at work. Disclosure is more common among middle-aged employees (35–54: 45%), women (45%), public sector workers (46%), and those in smaller organizations (50%).
Most who do disclose share it with a co-worker (59%) or supervisor (54%), while only 21% tell human resources.
Men are more likely to disclose to HR (28% vs. 16% for women), while women are more likely to talk to co-workers (66% vs. 48%), says the report Mental Health in the Workplace 2025.
Impact on job performance
Mental health challenges have a real impact on job performance. Among those diagnosed, 51% say their condition at least occasionally impairs their ability to work, with 16% saying it impairs them “quite a bit” or “severely.”
Younger workers are both more likely to be diagnosed and to feel impaired by their condition (22% of 18–34s report “quite a bit” or more, compared to 15% of 35–54s and 7% of those 55+). Men are more likely than women to report significant impairment (19% vs. 14%), says the report from Mental Health Research Canada and Canada Life.
Over half (52%) of all respondents have faced mental health challenges that impacted their job performance—14% currently, 39% in the past. This is most common among 18–34-year-olds (58%), women (60%), 2SLGBTQ+ individuals (74%), HR professionals (61%), and those reporting substance use issues (79%).
Yet, only 33% of those affected have disclosed this to their employer, with disclosure higher among those with a formal diagnosis (42%). Workers are more likely to disclose if they feel supported at work (39%) or if their employer prioritizes burnout prevention (55%).
Concerns about stigma remain strong: while 43% believe disclosing a mental health issue would not impact their career, 57% think it could, finds the survey.
Despite the desire for mental health support, 62.3% of Canadian employees rarely or never access mental health services, according to a separate survey
Accommodations, support of mental health issues
Only one in five (19%) diagnosed employees have received a work accommodation for their condition. Most who have received accommodations found them effective in supporting job performance (83%: 35% very effective, 48% somewhat effective).
Accommodations are more common among younger employees (24%), racialized Canadians (25%), 2SLGBTQ+ community members (26%), HR professionals (39%), and those with substance use issues (38%), says the report from Mental Health Research Canada and Canada Life.
Non-management staff are less likely to receive accommodations (15%) compared to upper management (28%).
When it comes to disability accommodations, employers need to tread decisively but very carefully, according to Melissa Roth, Partner at Gowling WLG. And one of the main challenges here is when employees request accommodations based on their own assessments or preferences, without providing the necessary medical documentation.
Most employees take steps to manage their mental health at work: 78% prioritize work-life balance, 73% feel comfortable setting boundaries, 66% take regular breaks, and 62% have a support system at work. Only half engage in mindfulness, meditation, or journaling.
Support from colleagues (65%) and managers (59%) has the greatest positive impact on mental health, more so than senior leadership (48%) or HR (38%), finds the survey.
Among those who reported a positive impact from their company’s wellness program, 88% highlighted benefits that help balance work and personal life—such as paid time off (69%), personal days (58%), and flexible scheduling (52%). About half (54%) found career-focused supports helpful, while gyms and mental health awareness initiatives were less commonly cited.
