Clinical perspective on workplace mental health, from the CorpCARE team.
Most Canadian employers already offer an Employee Assistance Program, and most assume it covers mental health. It does - up to a point. But there is a difference between support and care, and that difference is where…
Every EAP has a boundary. It's written into the model: short-term, solution-focused, non-medical support. The question no utilization dashboard answers is what happens to an employee at that boundary - the moment the…
Managers supporting an employee with a mental health condition often worry about the same thing: "Am I helping, or am I making it worse?" It's a fair question. There's a real difference between accommodation, which…
A mental health program is only as good as a manager's ability to point someone toward it in the moment that matters. If your managers can't answer these five questions off the top of their head, employees fall through…
Walk through the typical corporate mental health stack and you'll notice a pattern: everything is designed to route people, and almost nothing is designed to treat them. Awareness campaigns, an EAP hotline, a meditation…
The duty to accommodate is one of the most important - and most misunderstood - obligations in Canadian workplaces. Many employers understand it for physical disabilities but hesitate when it comes to mental health. The…
Canada was the first country in the world to publish a national standard for psychological health and safety in the workplace. Known as CSA Z1003 (the "National Standard"), it gives employers a voluntary but influential…
You've heard of the National Standard for Psychological Health and Safety, but what does aligning with CSA Z1003 actually mean for your organization in practical terms? It's less abstract than it sounds - and it maps…