Economic and political pressures are further contributing to deteriorating wellbeing
While numerous reports have detailed how Canadians’ mental health has suffered in recent years, a new study highlights that those balancing caregiving and employment responsibilities are particularly vulnerable.
Overall, 47 per cent of Canadians identify as caregivers—whether parenting young children, caring for elderly relatives, or supporting individuals with special needs—according to Mental Health Research Canada (MHRC).
These individuals experience significantly higher rates of burnout (31 per cent versus 23 per cent among non-caregivers), financial stress (40 per cent versus 34 per cent), and increased demand for mental health support compared with their non-caregiving counterparts.
Juggling caregiving, employment duties
The situation is even more challenging for those who juggle caregiving and employment duties, according to MHRC’s survey of 4,674 adult Canadians conducted from May 1 to 15, 2025.
Specifically, one-third (33 per cent) of working caregivers experience burnout, and they are nearly twice as likely to miss work due to mental health reasons (10 per cent compared to 6 per cent for non-caregivers). Additionally, 13 per cent of working caregivers report using mental health services, compared to 9 per cent of workers without caregiving responsibilities.
"This report puts hard numbers to what so many Canadians are quietly experiencing – burnout, financial stress, and rising mental health strain," says Akela Peoples, CEO of MHRC. "Our quarterly tracking of self-reported data provides valuable and useful information on where the greatest needs are for tailored, practical mental health supports."
Caregiving responsibilities are holding back workers’ careers, experts previously told Canadian HR Reporter.
Mental health’s impact on work
Economic and political pressures are further contributing to deteriorating mental health. More than 38 per cent of Canadians report that U.S. tariffs have negatively affected their mental health. Among these individuals, 72 per cent cite personal financial consequences such as higher living costs, financial losses, or job loss, while 18 per cent report anxiety over job insecurity, and 65 per cent express concern about broader economic impacts.
Additionally, MHRC identifies persistent disparities in mental health outcomes for 2SLGBTQIA+ Canadians. Nearly half (47 per cent) report moderate to severe symptoms of depression—almost double the national average of 25 per cent—and 28 per cent report suicidal thoughts, compared to 14 per cent across the general population. Feelings of social isolation are also higher, with 62 per cent reporting a weak sense of community belonging compared to 43 per cent nationally.
Nearly one-third of Canadians (31 per cent) report that mental health challenges are directly affecting their work or studies. This figure rises to 48 per cent among students. During the week the data was collected, 13 per cent of students and 9 per cent of employed Canadians missed work or school due to mental health issues, averaging 2.9 days of lost productivity. Burnout levels remain high overall, with 27 per cent of Canadians reporting feeling burnt out—a slight increase from MHRC's February 2025 findings.
Mental disorder was the most common diagnostic category in 2024, accounting for nearly 40% of all long-term disability (LTD) claims, according to a previous report from Sun Life.
How do you show support for caregiving workers?
“Supporting employees with caregiving responsibilities need not be burdensome or costly. Often, minor changes can make a big difference,” says Employment and Social Development Canada (ESDC).
"Supporting employees with caregiving responsibilities need not be burdensome or costly. Often, minor changes can make a big difference," says Employment and Social Development Canada (ESDC).
Here are several strategies employers can adopt to better support caregiving employees, according to ESDC:
1. Learn about community programs and services for caregivers.
2. Consult with other companies and organisations to share and explore promising practices and consider innovative solutions.
3. Review and enhance existing workplace policies to ensure they meet the needs of employees with caregiving responsibilities. These may include:
- Diversity and wellness strategies;
- Employee assistance programs (EAPs).
4. Create a caregiver-friendly environment by:
- Clearly communicating leadership’s recognition of work-life balance;
- Expanding the definition of “family” in leave and insurance policies to include non-traditional relationships;
- Providing training for managers and supervisors on how to support caregiving employees;
- Hosting information sessions for staff on balancing work and caregiving;
- Encouraging staff to share ideas for achieving better work-caregiving balance.
5. Offer flexible work arrangements, such as:
- Flexible work hours;
- Telework or remote work;
- Compressed work weeks;
- Ability to make up time at a later date;
- Job sharing;
- Part-time work;
- Paid or unpaid leaves of absence;
- Personal days off.
6. Share information on workplace and community resources, such as:
- Posting caregiving resources in common areas;
- Organising lunchtime learning sessions on caregiving topics;
- Offering wellness programs like lunchtime walks, yoga, or relaxation and meditation classes.
7. Consider additional supportive policies, including:
- Compassionate care benefits top-up;
- Bereavement leave;
- Gradual return-to-work programs.
8. Recognise legal obligations under human rights codes to protect caregivers from discrimination based on family status. Employers should consult human rights laws and employment legislation in their jurisdiction and develop policies to accommodate employees with caregiving responsibilities.
As mental health challenges persist across the country, many Canadian workers are not making use of the employer-provided supports available to them, according to a previous Dialogue report.
